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ir^ CL06E0 


San Francisco Public Library 



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Digitized by the Internet Archive 
in 2013 

t\J-J - 

on the 


October, i960 

J. L. Jacobs & Company 




3 1223 05864 1706 



Letter of Transmittal 1 

Section I - Report on the Classification Survey- 
Scope of Survey 3 

Survey Procedure and Development of 

Classification Plan 3 

Summary of Significant Findings 

and Recommendations 5 

Adoption, Implementation and Maintenance 

of Classification Plan 7 

Section II - Recommended Position Classification Plan 

Introduction 8 

Classification Rule 9 

Classification Plan (Class Lists) 13 

Class Specifications (Separate Volume) 

Allocation Record ( Separate Volume ) 


A - Memorandum to Department Heads and Employees on 
Classification Survey 

B - Position Description Questionnaire 

C - Instructions for Preparing Position Description Questionnaire 

D - Guidelines for Preparing Class Specifications 

E - Instructions on Review Process 

F - Request for Review - Form 

G - Report on Review - Form 

J.L.Jacobs & Company 


SINCE 1915 


October 21, I960 

Civil Service Commission of the 

City and County of San Francisco 
City Hall 
San Francisco, California 


We respectfully submit herewith our report on the survey and development 
of the position classification plan for all positions in the city and county 
service subject to civil service classification, including the non-certificated 
positions in the San Francisco Unified School District, but excluding the various 
ranks of the uniformed forces of the Police and Fire Departments and operators of 
the Municipal Railway. 

The main divisions of the report include the following: 

Section I. Report on the Classification Survey - This section describes the 
scope of the survey and the procedure used in development of the classification 
plan, summarizes the significant findings and recommendations of the survey, and 
recommends appropriate course of action with respect to the adoption, imple- 
mentation and maintenance of the classification plan and the identification and 
resolution of problems of status of individual employees. 

Section II. Recommended Position Classification Plan - This section sets 
forth the position classification plan we recommended for adoption as the result 
and end product of the classification survey, including a proposed classification 
rule, the classification plan as set forth in the list cf classes, the c3.ass 
specifications, and the record of allocation of individual positions to standard 

Reviews Completed and Recommended Actio n 

The classification plan has been presented to and reviewed with appropriate 
departmental officials, supervisors, employees and employee organization repre- 
sentatives. The changes from the preliminary plan which were agreed upon as a 
result of the reviews and supplemental data furnished are incorporated in this 

Civil Service Commission of the October 21, i960 

City and County of San Francisco Page 2 

We recommend your early action in final review of the recommended plan, 
conducting hearings prior to adoption of the plan, and formal adoption of the new 
classification plan. It is also necessary for you to identify supplemental 
classes which must be retained from your present classification plan until the 
related status problems are resolved. These supplemental classes should be re- 
tained as applicable to the present incumbents only, with the stipulation that 
there will be no new appointments or promotions into such classes. 

We wish to express our appreciation for the opportunity to serve your 
Commission in the conduct of this survey and the development of the position clas- 
sification plan. We also wish to acknowledge the assistance and cooperation we 
have received during the course of the survey from the staff of your Commission 
and from the respective departmental officials, supervisors and employees. 



\f. L. Jacobs & Company 


4 49370 SFPL 

10 SFPL 01/17/03 17 

Section I 
Report on the Classification Survey- 

Scope of Survey 

The survey and development of the position classification plan covered 
approximately 12,500 positions in the city and county service subject to civil 
service classification, including the non-certificated positions in the San 
Francisco Unified School District, but excluding the various ranks of the uni- 
formed forces of the Police and Fire Departments and operators of the Municipal 

In summary, the survey work involved (a) the identification and review of 
the duties and responsibilities of each position in the service, (b) the grouping 
together of positions with similar duties and responsibilities into single classes 
and the corresponding allocation of each position to the appropriate classifica- 
tion, (c) the preparation of a specification or description for each class of 
positions, (d) the review of preliminary classifications of positions and class 
specifications with departmental officials and employees, and (e) the preparation 
of the classification plan recommended for adoption as set forth in this report 
and including the adjustments to the prelinimary plan which resulted from the 
departmental and employee review process. 

The main purpose of the survey and the plan recommended herein is to provide 
the City and County of San Francisco with a modern, up-to-date and equitable clas- 
sification of positions and classification plan. These are the basic foundation 
of the personnel program to serve the needs of the operating departments and 
within which to provide an effective system of personnel administration. More 
specifically, the classification plan sets forth the inventory of types of jobs 
or work that exist to carry out the services of the city and county government. 
It is the base for determining the compensation of city and county employees and 
for accomplishing the several day-to-day personnel actions such as recruitment, 
examination and selection of employees, promotions, transfers. Also, the up-to- 
date classification plan will greatly facilitate the budget process and analysis 
of the extent and distribution of personal services in the city and county 

Thus, the establishment of and adherence to the up-to-date classification 
plan will provide systematic means of employment, will aid the Civil Service 
Commission and the operating officials in providing and maintaining equitable and 
progressive personnel administration in the city and county service, and will 
assist the Civil Service Commission in serving the operating departments with 
increasing effectiveness. 

Survey Procedure and Development of Classification Plan 

The general procedure and outline of end products of the classification sur- 
vey are set forth in the agreement which provides for the survey work. The 

following more specifically summarizes and comments on the main steps of proce- 
dure followed in review and development of the classification plan. 

The position classification plan was developed after analysis and evaluation 
of the present duties and responsibilities of the individual positions covered in 
the survey. This basic information is the foundation for determining the classes 
of positions that exist, to which individual positions are allocated. Thus, the 
classification plan includes only classes of positions that do exist now, and does 
not attempt to project future requirements. 

The recommended class to which each position is allocated reflects the type 
and importance of duties and responsibilities of the existing positions. Posi- 
tions, not individuals, are dealt with. All positions having substantially 
similar duties and responsibilities are allocated to a standard classification 
title, and all classes in similar types of employment are arranged under appro- 
priate groups and series. 

The main steps of procedure followed in review and development of the posi- 
tion classification plan include the following: 

(1) Explanation of the survey methods and objectives to the appointing 
officers, supervisors, employees and employee organization representatives. This 
was accomplished through a series of "kick-off" meetings with department heads 
and employee representatives and additionally during the course of the survey 
through direct contact with supervisors and employees. The initial written 
explanation and instruction about the survey was set forth in the memorandum 
shown as Exhibit A. 

(2) Distribution to and completion of individual position description 
questionnaires by employees, and the review of such questionnaires and provision 
of supplementary job information by the employees' immediate supervisors and 
department heads. The position description questionnaire and instructions for 
its completion are shown in Exhibits B and C. 

(3) Office analysis and preliminary grouping of similar positions by the 
survey staff. 

(k) Field analysis or audit of the work of individual positions by review 
of the duties of positions with the individual employees and their supervisors 
at their places of work. The individual field audits greatly exceeded the mini- 
mum objective to include not less than 15$ of the total number of positions 
covered by the classification survey. 

(5) Preliminary grouping and classification or allocation of similar posi- 
tions or single positions to appropriate classes, as the result of the above 
analysis. This phase of work included preparation of the initial record of 
allocation of individual positions to standard classes. Also, as this phase of 
work proceeded and was completed, the overall classification plan was formulated 
by listing the recommended classes and organizing them into occupational groups. 

(6) Preparation of class specifications for all classes of positions, con- 
taining appropriate class titles and descriptions of the characteristics of the 
class, the duties and responsibilities of positions in the class, the qualifica- 
tion requirements for the class as to training and experience and requisite 

knowledge, skills, and abilities, and the normal lines of promotion to and from 
the class. The guidelines followed in the preparation of class specifications 
are shown in Exhibit D. 

(7) Review of preliminary allocation of positions to standard classes and 
of class specifications with department officials, employees and employee repre- 
sentatives. For this purpose, the preliminary allocation records and class 
specifications were distributed for study by the department officials, employees 
and employee representatives; explanation and instructions on the review process 
were distributed; and procedure for employee requests for review, departmental 
review of such requests, and reporting on the results of reviews were established 
and followed. The instructions on the review process and the forms used for 
requests for review and reports on reviews are shown as Exhibits E, F and G. 

During the review period, all requests for review were analyzed in the 
office and with department officials, numerous conferences were held with depart- 
ment officials and employee representatives, and the decision on each request was 
reported to the employee and his department. 

(8) Adjustment of preliminary classification plan as a result of the review 
process, and finalizing of the recommended classification plan. The review of 
the preliminary allocations and class specifications was one of the most intense 
and detailed in which we have participated. An inordinate number of requests for 
review were submitted and processed. However, while many of the recommended 
changes were not justified and while many of the requests for review dealt with 
matters other than classification, there were many constructive suggestions and 
additional information submitted to aid in making the final recommended plan as 
correct and effective as possible. This was the basic objective of the review 
process. As a result, the necessary changes were made, including changes in 
class titles, language and provisions in class specifications, and allocations of 
individual positions. 

This concluded the survey work, with the resultant classification plan 
recommended for adoption as set forth in this report. 

Summary of Significant Findings and Recommendations 

The recommended position classification plan set forth in Section II of this 
report contains the specific and detailed recommendations that have resulted from 
this survey. They provide for the basic rules to govern administration of the 
classification plan, the list of classes of positions which comprise the classifi- 
cation plan, the class specifications for each of the classes, and the allocation 
of individual positions to the appropriate classes. 

The end result of the survey work as set forth in the recommended classifi- 
cation plan results from the detailed survey work outline above. It reflects 
the analysis of duties and responsibilities of the individual positions and 
groups of similar positions and also reflects certain conclusions developed 
during the course of the survey as to adequacy of the present classification plan 
and needs for improvement. 

Of primary significance is our conclusion that the present classification 
plan fails to give the Civil Service Commission the best facility to serve the 

5 - 

operating departments. In too many cases, the present classifications cover 
widely diversified duties of different levels, so there is no common understanding 
of the job requirements between the departments and the Commission. This makes 
it difficult to recruit, examine and certify personnel who may reasonably be 
expected to satisfactorily perform the work of a particular position. 

Also, the existing job descriptions are extremely incomplete to serve the 
full purpose for which they are intended. Accordingly, this one of the main 
elements of an effective classification plan is lacking. 

These conditions are not particularly unusual in view of the piecemeal 
development or rather accumulation of the present plan, as additional agencies 
came under the jurisdiction of Civil Service Commission, and since there has been 
no overall appraisal of the classifications and the impact on the program for 
personnel administration. 

The recommended classification plan is directed to provide the Civil Service 
Commission with the most effective facility to serve the respective departments. 
Common classes are identified and so provided for, while at the same time job 
requirements peculiar to certain types of work are also identified. There has 
been, no particular effort to either consolidate or to separate classes of work, 
but rather the emphasis has been made to provide distinct classes of positions 
based on the kinds of duties and levels of responsbilities that are inherent in 
the existing positions. 

For example, we found that the present clerical classes encompassed both 
ordinary filing, typing and similar work and also distinctively bookkeeping. We 
have recommended a series of account clerk classes to distinguish this type of 
work and to particularly facilitate the employment of persons who are trained or 
experienced in bookkeeping work to be assigned to these jobs. 

Among the present class of porters, we found many employees performing other 
distinctive work such as operating incinerators and assisting in laboratory work, 
and we have so classified these positions. 

Similarly, we found employees in positions now classified as gardeners 
performing different levels of work ranging from routine care of grounds to quite 
responsible horticultural work, and these differences are identified in the pro- 
posed plan. 

Another example is the present class of chauffeur, in which the work ranges 
from driving a passenger car to operating heavy road construction equipment. 
While these differences in work are properly recognized in pay differentials they 
are not now recognized in classifications for purposes of recruitment and selec- 
tion of employees. The proposed plan establishes three classes of chauffeur, 
motor equipment operator and heavy equipment operator to distinguish among these 
types of work. 

, c 

Other examples abound, and there also are cases of consolidation of existing 
classes of positions. In total, the recommended plan includes ^ 1,0 95 classes of 
positions as compared with about 8U5 classes in the present plan. Included in the 
increased number of classes are many positions which are exempt from civil service 
jurisdiction but which are listed for salary standardization considerations. 

- 6 

Adoption, Implementation and Maintenance of Classification Plan 

The position classification plan set forth in Section II of this report is 
recommended for adoption by the Civil Service Commission. 

Subject to hearings on the recommended plan which the Commission is required 
to hold prior to adoption, and any adjustments which the Commission may determine, 
the recommended plan provides for the proper classification of individual posi- 
tions and class specifications for all classes of positions in the plan. 

In proceeding with implementation of the new classification plan, the main 
problem confronting the Commission is to identify and resolve wherever possible 
cases where an employee has status in a classification that is different from the 
class to which his position is allocated. The Commission ha6 established certain 
guidelines to be used in considering these cases, which need to be translated into 
firm policy as the basis for resolving these cases. While many cases will be 
satisfactorily resolved to apply the new classifications, there will be many cases 
where the status classifications of employees will have to be retained. We natu- 
rally recommend that the new classification plan be applied to the maximum degree 
possible, consistent with Commission policy and legal requirements. 

In identifying these cases, there is no good alternative but to check each 
individual case on the allocation record and determine the appropriate action 
within Commission policy. The proposed rules provide for the identification of 
cases where the new classifications cannot be applied because of status problems. 
This will call such cases to attention where personnel actions are pending and 
will provide a list of cases to receive priority attention and action to accom- 
plish consistency between the position classification and the employee's status 

In cases where the new classifications are applied, the employees should be 
notified of such classifications applicable to their positions. 

To the extent that certain old titles must be retained because of status 
problems, such titles should be added to the list of titles in the classification 
plan. They should be identified as supplementary titles with the definite restric- 
tion that they are applicable to the incumbents only and that there shall be no 
new appointments, transfers or promotions into such titles. This is provided for 
in the proposed classification rule. 

In following through on the implementation and providing for maintenance of 
the classification plan, it is imperative that the system and record for position 
control accurately show the status of each position and any changes that occur in 
the future. This is required under the normal course of business, but is particu- 
larly mandatory during the period of transition from the present classification 
plan to the new classification plan. It requires that the allocation records or 
other records to replace the allocation list must be kept currently up-to-date, 
with accurate information on the status of each position and the incumbent. 

- 7 

Section II 
Recommended Position Classification Plan 


The position classification plan recommended for adoption by the Commission 
is set forth hereinafter. The plan contains the following three significant 

(1) The classification rule, including the list of classes of positions 
which comprise the classification plan, to be set forth in Schedule A 
of the classification rule. 

(2) The class specifications for all classes of positions in the classifi- 
cation plan. 

(3) The list of allocations of individual positions to the standard classes, 

The classification rule recommended herein is patterned after the present 
rule, but is particularly more specific with respect to the interpretation of the 
class specifications. We recommend this additional descriptive material in the 
rule to assure common understanding throughout the city and county service about 
all features of the classification plan. 

The proposed rule is further different from the present rule in that it 
incorporates the list of classes of positions which comprise the classification 
plan as a part of the rule. This gives a formal recognition to the list of 
classes and requires that changes in the classification plan be made as amend- 
ments to the rule, which are desirable features. 

The proposed rule anticipates action to be taken by the Commission in 
identifying classes of positions and the allocations of certain positions which 
may have to be retained as at present because of status problems. 

The class specifications and the list of allocations of individual positions 
to standard classes are submitted in separate volumes of this report. The 
allocation list identifies each position surveyed and allocated to a standard 
class by the name of the incumbent of such position at the time the classifica- 
tion review was completed. 

Classification Rule 

Following is the classification rule recommended for adoption by the Civil 
Service Commission. 



Section 1. CLASSIFIED SERVICE: The classified service shall include all 
positions in the City and County service subject to competitive examination and/ 
or Salary Standardization. 

be exempt from classified service and shall constitute the unclassified service: 
members of Boards and Commissions ; teaching and other technical forces of the 
school department occupying positions required by law to be filled by persons 
holding a teaching or other certificate; employees of the Law Library; construc- 
tion employees engaged outside of the city and county; and such other offices and 
employments specifically exempt by law from both competitive examination and 
salary standardization. 


Section 3(a). Classification of Positions: All positions in the clas- 
sified service shall be grouped into classes and each class shall include those 
positions sufficiently similar in respect to their duties and responsibilites so 
that similar requirements as to training, experience, knowledge, abilites and 
skills, and the same rates or ranges of compensation are applicable thereto. 

Section 3(b). Class Title: The term "Class Title" means the designa- 
tion given under these rules to a class and to each position allocated to a class. 
The Class Title and Class Numbers assigned to positions by the Commission shall 
be used in all records, reports, statements and communications, including the 
compensation schedule, annual budget, and Salary Ordinance, payrolls and appro- 
priation ordinances. The meaning of each Class Title is set forth in the 
corresponding class specification, and it is always to be used and understood in 
that sense. 

Section 3(c). Preparation and Content of Class Specifications: Class 
specifications shall be prepared by the General Manager, Personnel, defining the 
duties and responsibilities of all positions and the minimum qualifications re- 
quired for successful performance of such duties. 

Section 3(d). Adoption of Classification Plan: The classes of posi- 
tions as set forth in Schedule A of this rule, and the specifications for the 
respective classes, with such amendments as may be made from time to time by the 
Commission, are hereby adopted and shall constitute the classification plan on 
the basis of which all positions in the classified service shall be classified. 

The class titles included in Schedule A which are marked with an asterisk 
(*) are supplemental to the basic classification plan and are included in the 
classification plan to be applicable only to the incumbents of positions in such 
classes at the date the classification plan was adopted. There shall be no new 
appointments, transfers or promotions into such supplementary classes of positions. 

- 9 

Section 3(e) • Official Copy of Classification Plan: The General Manager, 
Personnel, shall maintain in convenient form for workable purposes an, accurate 
and complete copy of the position classification plan to be designated as the 
official copy. Such official copy shall contain the list of class titles, the 
approved class specifications and the record of the allocation or classification 
of all positions to the standard classifications. The official copy shall be 
currently maintained to reflect all changes made in classifications. All changes 
made in allocations of positions shall be recorded in the official minutes of the 

The General Manager, Personnel, shall provide each appointing authority with 
one or more sets of the class specifications of those classes to which positions 
in his department are allocated and such other classes as he sees fit. Such 
class specifications in the Civil Service Commission or offices of the appointing 
authorities shall be open for inspection by the appointing authorities and the 
employees or the public under reasonable conditions during business hours. 


Section 4(a). Purpose and Effect of Classifications: Each class 
specification describes the main characteristics and qualification requirements 
of positions in the class, gives examples of specific duties which employees 
holding such positions may properly be required to perform, and lists the normal 
lines of promotion to and from the class. The class specification is descriptive 
and explanatory but not restrictive. The listing of particular examples of duties 
does not preclude the assignment of other tasks of related and similar kind or 
character not specifically mentioned. The class specifications are intended to 
indicate the kinds of positions that should be allocated to the various classes 
and shall not be construed as declaring what the specific duties and responsibil- 
ities of a position shall be, or as limiting or modifying the power of an appoint- 
ing authority to assign duties and to direct and control the work of employees 
under his supervision. 

Section 4(b). Application of Specifications to Positions: In determin- 
ing the class to which a position should be allocated, the specification of each 
class shall be considered in its entirety and in relation to the specifications 
of other related classes in the classification plan. Consideration shall be given 
to the general duties, specific tasks, responsibilities, qualifications desired, 
and the relation to other classes, as affording together a picture of the kind of 
employment that the class is intended to embrace. 

Section 4(c). Statement of Minimum Qualifications: The statement of 
qualifications in a class specification is intended to be used in determining the 
admissibility of candidates to competitive examinations, as an aid in the prepa- 
ration of such examinations, and for use in determining the relative value of 
positions in one class with positions in other classes. The General Manager, 
Personnel, in collaboration with the appointing authorities, shall determine 
combinations of training and experience for the respective classes which are 
equivalent to the minimum qualifications stated in the class specifications, when 
alternatives or substitutions are not specified. 

Section 4(d). Promotive Lines: The statement of promotive lines in a 
class specification is intended to indicate the normal lines of promotion to and 
from the class, normally in the same or directly related occupational group. The 


stated lines of promotion are not restrictive and shall not limit the promotional 
opportunities to and from the class for employees who otherwise exhibit the 
required qualifications. The extension of lines of promotion for any class shall 
be determined by the General Manager, Personnel, in collaboration with the ap- 
pointing authorities. 


Section 5(a)- Responsibilities of the Civil Service Commission: The 
Civil Service Commission shall perform the work of administering and maintaining 
the classification plan, including the interpretation and application of these 
rules and the designation of positions in the classified service. The Commission 
shall direct necessary reviews and preparation of reports to determine appropriate 
action to assure that the classification plan is kept current and that any impor- 
tant changes in duties and responsibilities in any existing positions and of new 
positions are reflected in the plan. 

Section 5(b). Allocation and Re-allocation of Positions: The positions 
in the classified service shall be allocated to the appropriate class by the Civil 
Service Commission, and records shall be maintained by the Commission as part of 
the official copy of the classification plan to name and list all positions in the 
classified service and to show the allocation of such positions to the standard 
classes. Such allocation records shall be currently maintained by the Commission 
to reflect any approved re -allocations or any amendments to the classification 

When the Civil Service title of an employee is different from the title of 
his position, an asterisk (*) will be affixed to the employee title and a foot- 
note entered in the allocation record specifying that when the position is 
vacated it shall be filled by an employee having Civil Service status in the class 
title of the position and specifying such class title. 

The Commission shall provide for the re-allocation of any position from one 
class to another class whenever a change in duties and responsibilities of such 
position make the class to which the position was previously allocated no longer 
applicable. Any re-allocation to be made shall be made with the knowledge of the 
employee concerned and his appointing authority, and shall not adversely affect 
the Civil Service rights of an occupant regularly holding such position. 

Section 5(c). Reclassification of Positions: The Commission shall 
have the right to initiate and conduct investigations of positions in the classi- 
fied service when it deems such investigation necessary, and shall make changes 
in classification where the facts are considered to warrant such action. In this 
connection, the Commission may at any time secure from any appointing authority 
or employees involved, new statements of the current duties and responsibilities 
of the position under consideration. The appointing authority and employees con- 
cerned shall have an opportunity to be heard before a change in classification is 

Section 5(d). Changes Requiring Formal Approval of the Commission: 
The approval of the Commission shall be obtained for the establishment of any new 
class, changes in class titles, or changes in class grades. Such changes shall 
take the form of amendments to the classification plan as provided under these 

- 11 - 

Section 5(e) • Requests for Classification Adjustments by Appointing 
Authorities: Whenever any appointing authority proposes that a nev position or 
a new class shall be created, or that a significant change has been made in the 
duties, authority and responsibilities of an existing position, such appointing 
authority shall thereupon report and submit the facts in writing to the Commission 
in the manner and on the forms prescribed by the Commission. 

The Commission shall make a study and analysis of the duties and responsibil- 
ities of any such position and of the relationship of such position to other 
classes of positions and shall determine any change or amendment of the classifi- 
cation plan it deems necessary. 

Section 5(f) • Employee Requests for Classification Adjustments: Any 
employee shall have the right to consideration by the Commission of any request 
he may have with respect to a change in the classification of his position. The 
employee shall make his request initially to the appointing authority who shall 
promptly seek to arrive at a solution which is consistent with the classification 
plan and acceptable to the employee. Where the appointing authority is unable to 
resolve such a request in a manner that the employee is willing to accept in 
writing, the matter shall then be submitted to the Commission for review and such 
further action as it may deem appropriate. 







(According to Class Code Numbers and Corresponding Class Titles) 


Key to Schematic Index 

Services and Groups lode 

Administrative , Personnel,, Fiscal and Clerical Service 1000 

Administrative and Management Group 1100 

Personnel Group 1200 

Publicity and Public Relations Group 1300 

Clerical,, Typing and Stenographic Group lLi.00 

Administrative Secretarial Group 15>00 

Payroll, Billing and Accounting Group 1600 

Office and Photographic Machine Group 1700 

Budget, Administrative and Statistical Analyst Group 1800 

Purchasing and Storekeeping Group 1900 

Healthy Welfare, Dietary and Housekeeping Service 

Hospital Administration Group 2100 

Medical and Dental Group 2200 

Nursing Group 2300 

Laboratory Group 2I4.OO 

Therapy and Auxilliary Group 2500 

Dietary and Food Group 2600 

Housekeeping and Laundry Group 2700 

Public Health Group 2800 

Social Welfare Group 2900 

Recreation, Park, Agricultural and Cultural Service 3000 

Administrative Group 3100 

Recreation Group 3200 

Parks Group 3300 

Agriculture and Horticulture Group 3U00 

Cultural Gmup 3500 

Library Group 3600 

Property, Appraisal, Taxation and Revenue Service UOOO 

Property Administration Group U100 

Appraisal and Taxation Group 1*200 

Revenue Group U300 

Engineering and Public Works Service 5000 

Administrative Group 5100 

Professional Engineering Group 5200 

Sub-Professional Engineering Group 5300 

Inspection Service 6000 

Health and Sanitation Inspection Group 6100 

Public Safety Inspection Group 6200 

Construction Inspection Group 6300 


Services and. Groups Code 

Labor and Trades Service 7000 

Administrative Group 7100 

Supervisory Group 7200 

Journeyman Trade Group 7300 

Skilled Labor Group 7U00 

Semi-Skilled and General Labor Group 7500 

Legale Protection and Detention Service . \ 1 

Legal and Court Group 8100 

Protection and Apprehension Group 8200 

Correction and Detention Group 8300 

Probation and Parole Group 8U00 

Transportation Service 9000 

Street Transit Group 9100 

Airport Operations Group 9200 


(Code 1000) 

Administrative and Management Group (Code 1100) 


Class Title 

1102 Parking Authority Assistant Manager 

110U Parking Authority Manager 

1108 Health Service System Director 

1112 Retirement System General Manager 

1116 Commercial Division Assistant Manager 

1118 Commercial Division Manager 

112l| Assistant Public Administrator 

1126 Public Administrator 

1130 Assistant Registrar of Voters 

1132 Registrar of Voters 

113U Assistant Recorder 

1136 Assistant County Clerk 

1138 County Clerk-Recorder 

llliO Director of Finance and Records 

lliiU Chief Assistant Clerk, Board of Supervisors 

III4.6 Clerk of the Board of Supervisors 

11^0 General Manager, Department of Electricity 

1160 Assistant Director of Procurement and Services 

1162 Director of Procurement and Services 

1166 Director of Public Health 

1170 Administrative Secretary, Public Utilities Commission 

1172 General Manager of Public Utilities 

Il80 Executive Assistant to the Chief Administrative Officer 

1182 Chief Administrative Officer 

1190 Mayor 

Personnel Group (Code 1200 ) 

1202 Personnel Clerk 

120l| Senior Personnel Clerk 

1206 Principal Personnel Clerk 

1210 Sick Report Investigator 

1212 Payroll Audit Clerk 

121U Senior Payroll Audit Clerk 

1216 Principal Payroll Audit Clerk 

1218 Principal Certification Clerk 

1220 Payroll and Personnel Clerk 

1222 Senior Payroll and Personnel Clerk 

122U Principal Payroll and Personnel Clerk 

1226 Chief Payroll and Personnel Clerk 

1230 Personnel Aide - Tests and Measurements 

1232 Personnel Technician - Tests and Measurements 

123U Senior Personnel Technician - Tests and Measurements 

1236 Principal Personnel Technician - Tests and Measurements 

1238 Chief Personnel Technician - Tests and Measurements 

12^0 Personnel Aide 

1252 Personnel Analyst 

125U Senior Personnel Analyst 


Personnel Group (Code 1200) (Continued ) 


Code Class Title 

1256 Principal Personnel Analyst 

1258 Chief Personnel Analyst 

1270 Departmental Personnel Officer 

1272 Senior Departmental Personnel Officer 

127U Director, Bureau of Personnel and Safety 

1276 Director of Recruitment and Examinations 

1280 Director of Classification and Pay 

128U Assistant Secretary, Civil Service Commission 

1288 Personnel Director, In-Service Activities 

1292 General Manager, Personnel 

Publicity and Public Relations Group (Code 1300 ) 

1302 Usher, Mayor's Office 

1310 Public Relations Assistant 

1312 Public Information Officer 

131U Public Relations Officer 

1320 Publicity Representative (De Young Museum) 

1330 Consumer Relations Representative 

1332 Consumer Relations Supervisor 

13U0 Public Relations Bureau Director 

13U2 Public Service Assistant Director, Mayor's Office 

13UU Public Service Director, Mayor's Office 

Clerical, Typing and Stenographic Group (Code II4.OO ) 

1U02 Junior Clerk 

lUOU Clerk 

lli06 Senior Clerk 

1U08 Principal Clerk 

1U10 Chief Clerk 

1U22 Junior Clerk Typist 

1U2U Clerk Typist 

1U26 Senior Clerk Typist 

1U30 Transcriber Typist 

lU32 Senior Transcriber Typist 

1U36 Braille Typist 

II4.H0 Medical Transcriber Typist 

1UU2 Junior Clerk Stenographer 

"lllJJi Clerk Stenographer 

lUh.6 Senior Clerk Stenographer 

1U50 Principal Clerk Stenographer 

llr5"2 Stenographic Secretary 

lll53 Special Stenographic Secretary to the Mayor 

1U5U Stenographic Secretary to the Mayor 

1U58 Legal Stenographer 

1U60 Senior Legal Stenographer 

Clerical, Typing and Stenographic Group (Code II4.QO) (Continued) 


Code Class Title 

II4.6I4. Medical Clerk Stenographer 

1U66 Meter Reader 

lii68 Water Services Clerk 

1U70 Services and Supply Assistant Supervisor 

lil72 Services and Supply Supervisor 

ll*7l; Claims Process Clerk 

1U76 Senior Claims Process Clerk 

lll78 Senior Water Services Clerk 

1U80 Principal- Water Services Clerk 

II486 Educational Credentials Technician 

lli90 Messenger Center Supervisor 

lll92 Assistant Clerk, Board of Supervisors 

Administrative Secretarial Group (Code 1500 ) 

1502 Confidential Secretary to Manager, Parking Authority 

1506 Confidential Secretary to Sheriff 

1510 Confidential Secretary to Public Defender 

151U Confidential Secretary to Superintendent of Schools 

1518 Confidential Secretary to Assessor 

1520 Confidential Secretary to District Attorney 

1522 Confidential Secretary to City Attorney 

1526 Confidential Secretary to Mayor 

15U0 Secretary, Fire Commission 

15UU Secretary, Library Commission 

15U8 Secretary, Public Welfare Commission 

1556 Administrative Secretary, City Planning Commission 

1570 Executive Secretary to the Board of Permit Appeals 

157U Executive Secretary to the Controller 

1578 Executive Secretary to the Mayor 

Payroll, Billing and Accounting Group (Code 1600 ) 

1602 Comptometer Operator 

1606 Utility Billing Machine Operator 

1610 Utility Billing Clerk 

1612 Senior Utility Billing Clerk 

1616 Closing Accounts Biller 

1620 Billing Pre-Auditor 

1626 Junior Account Clerk 

1630 Account Clerk 

1632 Senior Account Clerk 

163U Principal Account Clerk 

1638 Accounting Machine Operator 

16U0 Senior Accounting Machine Operator 

16UU Machine Accounting Technician 


Payroll^ Billing and Accounting Group (Code 1600) (Continued) 

■ode Class Title 

1650 Junior Accountant 

16^2 Accountant 

165U Senior Accountant 

1656 Principal Accountant 

1658 Supervising Accountant 

1660 School District Accounting Supervisor 

1662 Billing and Collection Assistant Supervisor 

166U Billing and Collection Supervisor 

1668 Consumer Accounts Assistant Supervisor 

1670 Consumer Accounts Supervisor 

167U Accounts Bureau Assistant Director 

1676 Accounts Bureau Director 

1680 Assistant Controller 

1682 Controller 

Office and Photographic Machine Group (Code 1700 ) 

1702 Police Ring-In Operator 

1706 Telephone Operator 

1708 Senior Telephone Operator 

1710 Chief Telephone Operator 

171U Addressing Machine Operator 

1716 Senior Addressing Machine Operator 

1720 Key Punch Operator 

1722 Tabulating Machine Operator 

172U Senior Tabulating Machine Operator 

1726 Principal Tabulating Machine Operator 

1728 Tabulating Division Supervisor 

1730 Electronic Data Processing Center Assistant Supervisor 

1732 Electronic Data Processing Center Supervisor 

17U0 Blueprinting Machine Operator 

17U2 Senior Blueprinting Machine Operator 

1750 Photostat Operator 

1752 Senior Photostat Operator 

1760 Offset Machine Operator 

1762 Senior Offset Machine Operator 

1770 Photographer 

1772 Photo -Lithographer 

177U Head Photographer 

1780 Central Services Supervisor 

Budget; Administrative and Statistical Analyst Group (Code 1800 ) 

1802 Research Assistant 

I80I1 Statistician 

1806 Senior Statistician 


Budget, Administrative and Statistical Analyst Group (Code 1800) (Continued ) 


Code Class Title 

1810 Actuarial Clerk 

1812 Senior Actuarial Clerk 

l8ll| Assistant Actuary 

1816 Actuary 

1820 Junior Administrative Analyst 

1822 Administrative Analyst 

I82I4. Principal Administrative Analyst 

1830 AdministrattLve Assistant to the Mayor 

Purchasing and Storekeeping Group (Code 1900 ) 

1902 Clothing Room Attendant 

1906 Toolroom Attendant 

191U Film Serviceman 

1916 Custodian - R.O.T.C. 

1920 Stores Clerk 

1922 Senior Stores Clerk 

192U Materials and Supplies Supervisor 

1926 Senior Materials and Supplies Supervisor 

1928 School Supplies Analyst 

193Q Supply Room Attendant 

1932 Assistant Storekeeper 

193U Storekeeper 

1936 Senior Storekeeper 

1938 Stores and Equipment Assistant Supervisor 

19U0 Stores and Equipment Supervisor 

19^0 Assistant Purchaser 

1952 Purchaser 

195U Purchaser (Printing) 

1956 Senior Purchaser 

(Code 2000) 

Hospital Administration Group (Code 2100 ) 

2102 Night Male Ambulatory Supervisor 

210U Day Male Ambulatory Supervisor 

2110 Night Female Ambulatory Supervisor 

2112 Day Female Ambulatory Supervisor 

2120 Institutional Admitting Officer 

2122 Psychiatric Admitting Officer 

212U Director of Admissions, San Francisco General Hospital 

2128 Administrative Assistant, Laguna Honda Home 

2130 Emergency Hospital Service Assistant Superintendent 

2132 Emergency Hospital Service Superintendent 

Hospital Administration Group (Code 2100) (Continued ) 


Code Class Title 

21U0 Night Supervisor, Laguna Honda Home 

21^0 Night Medical Administrator, San Francisco GeneralHospital 

21^5 Assistant Administrator, Non-Medical, Hassler Health Home 

2160 Assistant Administrator, Non-Medical 

2170 Assistant Administrator, Medical 

2180 Administrator, Hassler Health Home 

2182 Administrator, Laguna Honda Home 

218U Administrator, San Francisco General Hospital 

Medical and Dental Group (Code 2200 ) 

2202 Dental Aide 

220l| Dental Hygienist 

2210 Dentist 

2212 Director, Division of Dental Health 

2220 Physician 

2222 Senior Physician 

2230 Physician Specialist 

2232 Senior Physician Specialist 

223U District Health Officer 

22li0 Roentgenologist 

2250 Director of Clinical Psychiatry 

Nursing Group (Code 2300 ) 

2302 Orderly 

230U Psychiatric Orderly 

2308 Surgical Aide 

2312 Licensed Vocational Nurse 

2320 Registered Nurse 

2322 Head Nurse 

232U Nursing Supervisor 

2330 Anesthetist 

23UO Operating Room Nurse 

23U2 Head Nurse, Surgery 

23UU Assistant Director of Nurses, Surgery 

2350 Instructor of Nursing 

2352 Assistant Director of Nursing Education 

2360 Director of Nurses, Hassler Health Home 

2368 Assistant Director of Nurses 

2370 Director of Nurses 

Laboratory Group (Code 2U00) 

2l|02 Laboratory Helper 

2I4.O6 Pharmacy Helper 

2l;08 Senior Pharmacy Helper 


Laboratory Group (Code 21+00) (Continued ) 


Cede Class Title 

21+12 School Laboratory Assistant 

2i+l6 Bacteriological Laboratory Assistant 

21+20 Tissue Technician 

2l+2l+ X-Ray Laboratory Aide 

21+26 X-Ray Technician 

21+28 Senior X-Ray Technician 

21+32 Electrocar^bgraph Technician 

LjL Senior Electrocardiograph Technician 

21+36 Electroencephalograph Technician 

2U38 Blood Bank Technician 

2iiU0 Senior Blood Bank Technician 

g)|)|)| Clinical Laboratory Technologist 

21+1+6 Senior Clinical Laboratory Technologist 

2l+!?C Pharmacist 

2l+!?2 Senior Pharmacist 

21+56 Assistant Toxicologist 

21+58 Toxicologist 

21+62 Microbiologist 

21+61+ Senior Microbiologist 

21+66 Chief Microbiologist 

21+70 Water Chemist 

21+72 Senior Water Chemist 

21+76 Sewage Treatment Chemist 

21+78 Senior Sewage treatment Chemist 

2J4.8 2 Engineering Chemist 

21+86 Public Health Chemist 

21+88 Senior Public Health Chemist 

2h90 Chief Public Health Chemist 

Trherapy and Auxiliary Group (Code 2500 ) 

2^02 Sterilizer Operator 

2^06 Central Supply Room Aide 

2^08 Central Supply Room Assistant Supervisor 

25>10 Central Supply Room Supervisor 

23>ll+ Orthopedic Technician 

25>l8 Coroner's Ambulance TJ r iver 

2^20 Morgue Attendant 

2522 Senior Morgue A ttendant 

25>2l+ Coroner's Estate Investigator 

2^26 Ambulance Driver 

2528 Leal Steward 

2530 Senior Medical Steward 

2$3k Student Vision Screening Technician 

2538 Audiometrist 

25U2 Speech Therapist 


Therapy and Auxiliary Group (Code 2500) (continued ) 


Code Class Title 

25U6 Handicraft Instructor 

25W Occupational Therapist 

2^50 Senior Occupational Therapist 

2552 Director of Diversional Activities and Volunteer Services 

255U Physical Therapy Aide 

2556 Physical Therapist 

2558 Senior Physical Therapist 

2562 Chiropractic Consultant 

256U Podiatrist 

2566 Rehabilitation Counselor 

2^68 Coordinator cf Rehabilitation Services 

257U Clinical Psychologist 

2576 Senior Clinical Psychologist 

2578 Chief Clinical Psychologist 

2580 Deputy Coroner 

2^82 Chief Deputy Coroner 

258U Coroner 

Dietary and Food Group (Code 2600 ) 

2602 Kitchen Helper 

2608 Vegetable Man 

2612 Cafeteria Helper 

261I4. School Lunchroom Helper 

26l8 Food Service Supervisor 

2622 Special Diet Aide 

262li Dietician 

2626 Chief Dietician 

2630 School Lunchroom Cook 

2632 Cook-Manager, Elementary School 

263U Cook-Manager, Secondary School 

2636 School Lunchrooms Assistant Supervisor 

2650 Cook's Assistant 

2652 Pastry Cook 

265U Cook 

2656 Chef 

2660 Administrative Chef 

Housekeeping and Laundry Group (Code 2700 ) 




School Janitress 




House Mother 




Janitor Sub -Foreman 


Janitor Foreman 


Housekeeping and Laundry Group (Code 2700) (Continued) 


Code Class Title 

2720 Janitorial Services Supervisor 

272i| School Janitor 

2726 School Janitor Sub-Foreman 

2728 Janitor Supervisor (City College) 

2730 School Janitorial Services Assistant Supervisor 

2732 School Janitorial Services Supervisor 

2736 Porter 

2738 Porter Sub-Foreman 

27UO Porter Foreman 

27I4I4. Interior Window Cleaner 

2750 Laundry Utility Worker 

2752 Senior Laundry Utility Worker 

275U Laundry Machine Operator 

2756 Washer 

2758 Senior Washer 

2762 Press er Operator 

276I4. Senior Press er Operator 

2768 Laundress 

2772 Seamstress 

277U Head Seamstress 

2778 Laundry Clerk 

2782 Laundry Superintendent 

278U Porter General Foreman 

2786 General Services Manager 

Public Health Group (Code 2800 ) 

2802 School Children's Orderly 

2806 Venereal Disease Investigator 

2808 Venereal Disease Interviewer 

2812 Chief Deputy Registrar of Vital Statistics 

28l6 Chief , Bureau of Records and Statistics 

2820 Health Education Assistant 

2822 Health Educator 

282l| Chief, Bureau of Health Education 

2830 Public Health Nurse 

2832 Supervising Public Health Nurse 

283U Assistant Director of Public Health Nursing 

2836 Director of Public Health Nursing 

28UO Student Health Advisor 

28UU Crippled Children Services Supervisor 

28U8 Educational Director, Public Health Nursing 

28£U Chief, Division of Venereal Disease Control 

2858 Chief, D lv ision of Tuberculosis Control 

286U Director, Adult Guidance ^enter 

2868 Assistant Director, Bureau of Disease Control 

2870 Director, Bureau of Disease Control 

2886 Director, Bureau of Maternal and Child Health 

2888 Program Chief, Mental Health Services 

2890 Assistant Director of Public Health 


pcial Welfare Group (Code 2900 ) 


Code Class Title 

2902 Resource Investigator 

2906 Social Worker Trainee 

2910 Social Worker 

2912 Senior Social Worker 

29lU Social Work Supervisor 

2920 Medical Social Worker 

2922 Senior Medical Social Worker 

292li Medical Social Work Supervisor 

2930 Psychiatric Social Worker 

2932 Senior Psychiatric Social Worker 

2931+ Psychiatric Social Work Supervisor 

29l|0 Child Welfare Worker 

29l;2 Senior Child Welfare Worker 

29I4I; Child Welfare Supervisor 

2950 Social Welfare Division Supervisor 

2960 Rehabilitation Center Work Supervisor 

2962 Rehabilitation Center Assistant Manager 

296U Rehabilitation Center Manager 

2970 Public Welfare Assistant Director-Administrative 

2972 Public Welfare Assistant Director-Social Service 

297U Public Welfare Director 

(Code 3000) 

Administrative Group (Code 3100 ) 

3102 Assistant Business Manager, Recreation and Park Department 

310u Business Manager, Recreation and Park Department 

3110 Executive Secretary to the General Manager, Recreation and 

Park Department 

3120 Agricultural and Land Division Manager 

3130 Arboretum Director 

3lU0 General Manager, Recreation and Park Department 

Recreation Group (Code 3200 ) 

3202 Locker Room Attendant 

3201; Pool Stewardess 

3206 Beach Lifeguard 

3208 Pool Lifeguard 

3210 Head Lifeguard 

3212 Swimming Instructor 

32lh. Senior Swimming Instructor 

3216 Aquatics Supervisor 

3220 Assistant Ran^emaster 

3222 Rangemaster 

3226 Golf Course Starter 

3228 Golf Course Operations Supervisor 


Recreation Group (Code 3200) (Continued ) 


Cede Glass Title 

3232 Assistant Harbormaster 

3L3U Harbormaster 

3238 Dance Instructor 

32li0 Drama Instructor 

32l;2 Dramatics and Dancing Supervisor 

32I4.6 Music Assistant 

32U8 Pianist 

32^0 Orchestra Instructor 

32>2 Music Supervisor 

3256 Photography Instructor 

3257 Senior Photography Instructor 
2 5^ Photography Director 

3260 Grafts Instructor 

3262 Curator of Arts and Crafts, Junior Museum 

3266 Assistant to Municipal Stadiums Manager 

3268 Municipal Stadiums Manager 

3276 Athletics Supervisor 

3280 Assistant Recreation Leader 

3282 School Recreation Leader 

3281; Recreation Leader 

3286 Senior Recreation Leader 

3288 Recreation ^-rea Supervisor 

3289 School Recreation Supervisor 

3290 Supervising Recreation Leader 

3292 Recreation Assistant Superintendent 

329U Recreation Superintendent 

Parks Group (Code 3300) 

3302 Vendor 

3306 Rides Attendant 

3310 Stableman 

3320 Animal Keeper 

3322 Assistant Head Animal Keeper 

332k Head Animal Keeper 

3330 Amusement Operations Manager 

3332 Concessions and Amusements Assistant Supervisor 

333k Concessions, Amusements and Camp Supervisor 

33U0 Zoo Director 

33^0 ParksSuperintendent 

Agriculture and Horticulture Group (Code 3U00 ) 

3k02 Farmer 

3U0I4 Jail Farm Supervisor 

3kl0 Caretaker 

3UlU Groundskeeper, Sports 

3I4I6 Gardener 

3U17 Power Mower Operator 

3klQ Gardener Sub-Foreman 

31+19 Municipal Stadiums C roun dskeeper 

3U20 Gardener Foreman 

3k-lk Insecticide Spray Operator 


Agriculture and Horticulture Group (Code 3U00) (Continued) 


Code Class Title 

3U28 Nurseryman 

3h30 Chief Nurseryman 

31+32 Arboretum Accessions Supervisor 

3h3h Tree Topper 

3U36 Tree Topper Foreman 

3UU0 Street Planting Supervisor 

3U50 Agricultural Inspector 

3U52 Senior Agricultural Inspector 

3U5U Chief Agricultural Inspector 

3I4.6O Agricultural Instructor 

3U6i| Area Supervisor, Parks, Squares an q Facilities 

3U66 Assistant Superintendent, Parks, Squares and Facilities 

3U70 Golf Course Maintenance Supervisor 

3hlh School Grounds Maintenance Supervisor 

3U78 Farmers Market Assistant Manager 

3U80 Farmers Market Manager 

3hQh Agricultural Division Land Agent 

Cultural Group (Code 3500 ) 

3502 Museum Exhibit Packer and Repairer 

3506 Aquarist 

3^08 Senior Aquarist 

3^12 Aquarium Exhibit Preparator 

35l6 Aquatic Collector 

3520 Museum Preparator 

3522 Senior Museum Freparator 

352U Principal Museum Freparator 

3526 Museum Conservator Assistant 

3^28 Museum Conservator 

353U Museum Photographer 

5>3UO Curatorial Aide 

35U6 Curator 

35U8 Curator of Natural Science, Junior Museum 

3550 Senior Curator, Junior Museum 

3552 Junior Museum Director 

3556 Museum Registrar 

3560 Executive S ecre tary, Art Commission 

3562 Executive S ecre tary, Board of •'•rustees, California Palace 

of the Legion of Honor 

3561| Executive Secretary, Board of Trustees, M.H. deYoung Memorial Museum 

3570 Administrative Assistant, M.H. deYoung Memorial Museum 

3572 Director, M. H. deYoung Memorial Museum 

3576 Assistant Director, California Palace of the Legion of Honor 

3578 Director, California Palace of the Legion of Honor 

3582 Maritime Museum Director 




Library Group (Code 3600 ) 


Code Class Title 

3602 Library Page 
3606 Book Processor 
3610 Library Assistant 
361I4. Music Librarian 
3630 Librarian 

(Branch Library Services) 

(Central Library Services) 

(Technical Services) 
3632 Senior Librarian 

(Branch Library Services) 
(Central Library Services) 

(Children's Services) 

(Senior Librarian 

(Technical Services) 
363U Principal Librarian 

(Branch Library Services) 

(Central Library Services) 

(Children's Services) 

(Technical Services) 
3636 Principal Librarian-Public Relations 
3638 Chief Librarian 

(Branch Library Services) 

(Central Library Services) 

(Technical Services) 
36I4O Coordinator, Children's Library Activities 
36^0 Medical Record Librarian 
3652 Senior Medical Record Librarian 
3660 City Attorney Law Librarian 
3670 City Librarian 

(Code U000) 

Property Administration Group (Code lilOO ) 

1|102 Airport Lease Records Supervisor 

iillO Rental Property Supervisor 

i+120 Executive S ecr etary, Board of Trustees, War Memorial 

Ul22 Managing Director, War Memorial 

U130 Convention Facilities Assistant Manager 

Ul32 Convention F ac iiities Manager 

I4II1O Right-of-Way A gen t 

l|ll|2 SenJ-or Righfe-of-Way Agent Assistant director of Property 

1|15>0 Director of Property 



Appraisal and Taxation Group (Code 1+200 ) 


Code Class Title 

1+2(52 Assessment Clerk 

1+206 Veterans -^-ssessmentServices Supervisor 

1+208 Assessment Services Supervisor 

U212 Real Property Records Supervisor 

1+211+ Personal Property Records Supervisor 

1+220 Personal Property Auditor 

1+222 Senior Personal Property Auditor 

1+221+ Principal Personal Property Auditor 

1+226 Chief Personal Property Auditor 

1+230 Estate Investigator 

1+23U Estate Ta x Analyst 

1+21+0 Inheritance Tax Examiner 

1+21+2 Senior Inheritance Tax Examiner 

1+21+1+ Principal Inheritance Tax Examiner 

U250 Marine Appraiser 

l+25>2 Senior Marine Appraiser 

1+2^6 Real E state Analyst 

U260 Real Property Appraiser (Land) 

U262 Senior Real Property Appraiser (land) 

1+263 Principal Real Property Appraiser (Land) 

1+261+ Chief Real Property Appraiser (Land) 

1+270 Real Property Appraiser (Buildings) 

1+272 Senior Real Property Appraiser (Buildings 

1+273 Principal ^eal Property Appraiser (Buildings) 

I4.27U Chief Real Property Appraiser (Buildings) 

U280 Administrative Assistant to the Assessor 

1+282 Assistant Assessor 

1+290 Assessor 

Revenue Group (Code 1+300 ) 

1+302 Cafeteria Cashier Clerk 

1+306 Collections Clerk 

1+308 Senior Collections Clerk 

1+312 Bond and Coupon Clerk 

1+316 Head Property ^ax. Clerk 

1+320 Teller 

1+321+ Parking Meter Collector 

1+326 Parking Meter Collections Supervisor 

1+330 Investment Administrator 

1+33U Investigator, lax Collector 

1+336 License Bureau Assistant Supervisor 

1+338 License Bureau Supervisor 

1+3U2 Central Permit Bureau Supervisor 

I+3I46 Delinquent Revenue Assistant Supervisor 

l+3li8 Delinquent Revenue Supervisor 

1+3^2 Cashier, Sheriff 

l+3!?6 Cashier, County Clerk 

1+360 Assistant Cashier, Water Department 




Revenue Group (Code 1+300) (Continued) 


Code Class Title 

U362 Cashier, Water Department 

U36U Assistant Collection Supervisor, Water Department 

U366 Collection Supervisor, Water Department 

U370 Assistant Cashier, Tax Collector 

1+372 Cashier, Tax Collector 

h37k Tax Collector 

U38O Cashier, Treasurer 

U382 Senior Cashier, Treasurer 

U38J4. Assistant Treasurer 

U390 Treasurer 

" (Code 5000) 

Administrative Group (Code 5100 ) 

5102 Public Buildings Maintenance and Repair Assistant Superintendent 

3>10li Public Buildings Maintenance and Repair Superintendent 

5110 Urban Renewal Coordinator 

5112 Zoning Administrator 

5llU City Planning Assistant Director 

5ll6 City Planning Director 

5120 Architectural Administrator 

5122 Assistant City Architect 

512U City Architect 

5128 Sewage Pumping Stations Superintendent 

5130 Sewage Treatment Plant Superintendent 

5132 Sewer Repair and Sewage Treatment Superintendent 

5l3l4 Sewage Treatment Plants General Superintendent 

5138 Hetch Hetchy Project Engineer of Operations 

5lU0 Hetch Hetchy Project Assistant Manager 

5lli2 Utilities Engineering B ure au Assistant Chief Engineer 

Slhh Hetch Hetchy Project and Utilities Engineering Bureau 

General Manager and Chief Engineer 

5lU8 Water Supply Superintendent, Fire Department 

5l SO Alameda Division Assistant Manager 

5l52 Alameda Division Manager 

5l5h Peninsula division Assistant Manager 

51^6 Peninsula Division Manager 

5>15>8 City Distribution Division Assistant Manager 

5l60 City Distribution Division Manager 

5l62 Water Purification Division Manager 

$161; Water Department Assistant General Manager and Chief Engineer 

5l66 Water Department General Manager and Chief Engineer 

5170 Street Cleaning Superintendent 

517? Street Repair Superintendent 

5l7U Administrative Engineer 




Administrative Group (Code 5100) (Continued) 


Code Class Title 

5176 Chief Valuation and Rate Engineer 

5l80 Assistant City Engineer 

5182 City Engineer 

5183 Building Inspection Assistant Superintendent 
5l8U Building Inspection Superintendent 

5l86 Assistant Director of Public Works (Administrative) 

5l88 Assistant Director of Public Works (Maintenance and Operations) 

5190 Director of Public Works 

Professional Engineering Group (Code 5200) 

5202 Junior Civil Engineer 

520U Assistant Civil Engineer 

5206 Associate Civil Engineer 

5208 Civil Engineer 

5210 Senior Civil Engineer 

5212 Principal Civil Engineer 

5 211; Building Plans Engineer 

5216 Chief Surveyor 

5220 Junior Water Purification Engineer 

5222 Assistant Water Purification Engineer 

5221; Associate Water Purification Engineer 

5228 Assistant Traffic Engineer 

5230 Associate Traffic Engineer 

5232 Senior Traffic Engineer 

5231; JjUiior Electrical Engineer 

5236 Assistant Electrical Engineer 

5238 Associate Electrical Engineer 

52l;0 Electrical Engineer 

52l;2 Senior Electrical Engineer 

52l|6 Radio Engineer 

5250 Junior Mechanical Engineer 

5252 Assistant Mechanical Engineer 

525U Associate Mechanical Engineer 

5256 Mechanical Engineer 

5258 Senior Mechanical Engineer 

5262 Building Maintenance and Repair Assistant Engineer 

5261; Building Maintenance and Repair Engineer 

5268 Architect 

5270 Senior Architect 

5271; Landscape Architect 

5278 Assistant City Planner 

5280 Associate City Planner 

5282 Senior City Planner 

5286 Urban Renewal Analyst 

5290 Assistant City Planner (Zoning) 

5292 Associate City Planner (Zoning) 

529U Senior City Planner ( Zoning) 

5296 Assistant Zoning Administrator 



Sub-Professional Engineering Group (Code $300 ) 


Code Class Title 

5302 Traffic Serviceman 

5306 Assistant Hydrographer 

5308 Hydrographer 

5310 Surveyor's Field Assistant 

5312 Instrument Man 

531U Survey Party Chief 

5320 Illustrator and Art Designer 

5328 City Planning Draftsman 

5330 Senior City Planning Draftsman 

533U Junior Architectural Draftsman 

5336 Architectural Draftsman 

5338 Senior Architectural Draftsman 

53U2 Junior Mechanical Draftsman 

53UU Mechanical Draftsman 

53U6 Senior Mechanical Draftsman 

5350 Junior Electrical Traftsman 

5352 Electrical Draftsman 

535U Senior Electrical Draftsman 

5360 Junior Civil Draftsman 

5>362 Civil Draftsman 

536U Senior Civil Draftsman 

5370 Cost Estimator 

(Code 6000 ) 

Health and Sanitation Inspection Group (Code 6100 ) 

6102 Rodent Controlman 

6IOI4. Senior Rodent Controlman 

6110 Dairy and Milk Inspector 

6112 Senior Dairy and Milk Inspector 

6llli Chief Dairy and Milk Inspector 

6120 Sanitation and Housing Inspector 

6122 Chief Sanitation and Housing Inspector 

612U Assistant District Supervisor, Sanitation and Housing Inspection 

6126 District Supervisor, Sanitation and Housing Inspection 

6130 Industrial Wastes Inspector 

Public Safety Inspection Group (Code 6200) 

6202 Hose Inspector 

6208 Sewer Gas Tester 

6212 Street Lighting Inspector 

6216 Sewer Safety Inspector 

6220 Inspector of Weights and Measures 

6222 Senior Inspector of Weights and Measures 


Public Safety Inspection Group (Code 6200) (Continued ) 


Code Class Title 

622h Sealer of Weights and Measures 

6230 Street and Sidewalk Inspector 

6232 Senior Street and Sidewalk Inspector 

6236 Boiler Inspector 

6238 Senior Boiler Inspector 

62i;2 Plumbing Inspector 

62/+1+ Chief Plumbing Inspector 

62U8 Electrical Inspector 

6250 Chief Electrical Inspector 

62^2 Line Inspector 

625U Building Inspector 

62^6 Senior Building Inspector 

625>8 Chief Building Inspector 

Construction Inspection Group (Code 6300) 

6310 Mechanical Construction Inspector 

6318 Construction Inspector 

6320 Senior Construction Inspector 

6322 Associate Construction Inspection Engineer 

632I4 Construction Inspection Engineer 

6326 Senior Construction Inspection Engineer 

6330 Building Construction Inspector 

6332 Chief Building Construction Inspector 

" (Code 7000) 

Administrative Group (Code 7100 ) 

7102 Maintenance and Repair Assistant Superintendent, Hetch Hetchy 

710U Mechanical Shop and Equipment -"-ssistant Superintendent 
7120 Buildings and Grounds Maintenance Superintendent 

7122 Buildings Maintenance Superintendent 

7123 Machine Shop and Parking Meter Superintendent 

712U Maintenance and Repair Superintendent, H e tch Hetchy Project 

7126 Mechanical Shop and Equipment Superintendent 

7128 Power House Superintendent 

7130 Power and Plant Superintendent 

7131 Electrical Maintenance and Construction Superintendent 
71314 Water Construction and Maintenance Superintendent 
7136 Water Shops and Equipment Superintendent 

7150 City Shops General Superintendent 
7152 Transit Equipment Superintendent 


Supervisory Group (Code 7200 ) 


Code Class Title 

7201 Supervisor, Structural Maintenance 

7202 Assistant Superintendent, Structural Maintenance 

7203 Buildings and Grounds Maintenance Supervisor 
720h Chief District Water Serviceman 

7205 Chief Operating Engineer 

7206 Voting Machine Custodian 

7207 Docks and Shipping Water Service Supervisor 

7208 Roads Maintenance Supervisor 

7209 School Heating and Ventilating Supervisor 

7210 School Maintenance Coordinator 

7212 Automotive Transit Equipment Supervisor 

72lU Electrical Transit Equipment Supervisor 

7215 General Laborer Foreman 

7216 Electrical Transit Shop Foreman 

7220 Asphalt Finisher Foreman 

7221 Asphalt Plant Foreman 

7222 Blacksmith Foreman 

7223 Cable Machinery Supervisor 
7221; Car and Auto Painter Foreman 

7225 Transit Paint Shop Foreman 

7226 Carpenter Foreman 

7227 Cement Finisher Foreman 

7228 Automotive Transit Shop Foreman 

7229 Transmission Lineman Foreman 

7230 Fire Department "'ater System Foreman 

7231 School Buildings Maintenance and Repair Supervisor 

7232 General Utility Mechanic Foreman 

7233 Glazier Foreman 

723U Instrument Maker Foreman 

7235 Lineman F ore man 

7236 Locksmith Foreman 

7237 Machinist Foreman 

7238 Electrician Foreman 

7239 Plumber Foreman 

72UO Water Meter Shop Foreman 

72ltf. Motorized Equipment Mechanic Foreman 

72U2 Painter Foreman 

72U3 Parking Meter Serviceman Foreman 

72I4.I4. Power Plant Foreman 

72U5 School Equipment Foreman 

72U6 Sewer Repair General Foreman 

72U7 Sheet Metal Worker Foreman 

72l|8 Steamfitter Foreman 

72U9 Automotive Mechanic Foreman 

72^0 Utility Foreman 

725 I Trackman Foreman 

7 2!? 2 Chief Sewage Plant Operator 

72^3 Electrical Transit Mechanic Foreman 

72$U Automotive Machinist Foreman 

7255 Power House Electrician Foreman 

72^6 Electric Motor Mechanic Foreman 



Supervisory Group (Code 7200) (Continued) 


Code Class Title 

7272 Carpenter General Foreman 

727U Lineman General Foreman 

7276 Electrician General Foreman 

7277 Motorized Equipment Mechanic General Foreman 

7278 Painter General Foreman 

7280 Sewer Repair A ss i s tant Superintendent 

7281 Street Cleaning General Foreman 

7282 Street Repair General Foreman 

7283 Track Maintenance General Foreman 
7281± Utility General Foreman 

7285 Transmission lineman General Foreman 

Journeyman Trade Group (Code 7300) 

7301 Armored Track Operator 

7302 Audio-Visual Equipment Technician 

7303 Barber 

730U Battery A sse mbler 

7305 Blacksmith 

7306 Body and Fender Worker 

7307 Bricklayer 

7308 Cable Splicer 

7309 Car and Auto Painter 

7311 Cement Finisher 

7312 Chauffeur 

7313 Automotive Machinist 
731U Curb Setter 

7316 District Water Serviceman 

7317 Senior District Water Serviceman 
7319 Electric Motor Mechanic 

7321 Elevator Mechanic 

7323 Fire Department w ater System Sub -Foreman 

732^ General Utility Mechanic 

7326 Glazier 

7327 Granite Cutter 

7328 Heavy Equipment Operator 

7329 Hospital Instrument and Equipment Mechanic 
7331 Instrument Maker 

7333 Junior Operating Engineer 

733U Operating Engineer 

7335 Senior Operating Engineer 

7337 Light Motor Equipment Operator 

7339 Lineman 

73U2 Locksmith 

73U3 Machinist 

73UU Carpenter 

73lj t j Electrician 

731+6 Painter 

73U7 Plumber 

7318 Steamfitter 
7350 Meat Qutter 


Journeyman Trade Group (Code 7300) (Continued ) 


Code Class Title 

7351 Head Meat Cutter 

7353 Water Meter Repairman 

735U Motor Equipment Operator 

7355 Motorized Equipment Mechanic 

7356 Museum Antique Restorer 

7357 Museum Printer 

7358 Pattern Maker 

7359 Piano Tuner 

7360 Pipe Welder 

7361 Plasterer 

7363 Power House Electrician 

7361; Power House Operator 

7365 Senior Power House Operator 

7367 Radio Technician 

7368 Senior Radio Technician 
7370 Rigger 

7372 Sewage Plant Operator 

7373 Senior Sewage Plant Operator 
7Z376 Sheet Metal Worker 

7377 Stage Electrician 

7378 Tile Setter 

7379 Electrical Transit Mechanic 

7380 Electrical Transit Mechanic Sub-Foreman 

7381 Automotive Mechanic 

7382 Automotive Mechanic Sub-Foreman 

7383 Transmission Lineman 
7381| Typewriter Repairman 

7385 Senior Typewriter Repairman 

7387 Upholsterer 

7388 Utility Plumber 

7389 Water Gateman 

7390 Welder 

7392 Window Cleaner 

7393 Window Cleaner Sub-Foreman 
7395 Ornamental Iron Worker 

Skilled Labor Group (Code 7h00) 

7U0I4. Asphalt Finisher 

7I4.O6 Asphalt Finisher Sub-Foreman 

7I4.O8 Assistant Power House Operator 

7l|09 Electrical transit Serviceman 

7U10 Automotive Serviceman 

7U12 Autom tive Serviceman Sub-Foreman 

7I4.IU Blacksmith Finisher 

7Ul6 Book Repairer 

7Ul8 Senior Book Repairer 

7U20 Bridgetender 

7 v U22 Cribber 

7U23 Cribber Sub-Foreman 



Skilled Labor Group (Code 7U00) (Continued ) 


Code Class Title 

7U21; Dryer-Mixerman 

7^26 Elevator Operator 

7U28 Hcd Carrier 

7U30 Institutional Barber 

7U32 Lineman Helper 

Jk3h Machinist Helper 

7ii36 Electrician Helper 

?U38 Maintenance Man (Boys Ranch School) 

7hh0 Maintenance Repairman 

7U+2 Water Meter Repair Helper 

', _^_ Parking Meter Serviceman 

7UU6 Reservoxr Keeper 

7UU8 Sewer Cleaner 

7hh9 Sewer Serviceman 

7h50 Shade and Drapery Man 

7l;!?l Senior Shade and Drapery Man 

7k& Shade Man 

7U£1l Signalman 

7U56 Street Sign Repairman 

7U58 Svjitch Repairer 

7U6C Traffic Painter 

7U62 Utility Plumber Helper 

7U6U Voting Machine Serviceman 

7U66 Voting Machine Assistant Custodian 

7ii68 Water Construction and Maintenance Laborer 

7U70 Watershed Keeper 

7U72 Wire Rope Cable Maintenance Mechanic 

Semi-Skilled and General Labor Croup (Code 75>00) 

7502 Asphalt Worker 

7506 Dump Attendant 

7510 Flusher Nozzleman 

7$ili General Laborer 

7^16 General Laborer Sub-Foreman 

7520 Incinerator Operator 

Institution Utility Man 

7530 Street Cleaner 

7532 Street Cleaner Sub-Foreman 

75UO Trackman 

75£0 Utility Man, Schools 

7 £60 Yardman 

(Code 8000) 

Legal and Court Group (Code 8l00) 

Legal and Court Group (Code 8100 ) (Continued) 


Code Class Title 

8102 Process Server 

8106 Legal Process Clerk 

8108 Senior Legal Process Clerk 

8112 Court Clerk 

8llU Senior Court Clerk 

8118 Legislative Clerk 

8120 Senior Legislative Clerk 

8l2i; Assistant Chief Deputy Sheriff (Civil) 

8126 Chief Deputy Sheriff (Civil) 

8130 Administrative Assistant, District Attorney's Office 

813U Confidential Crime Reporter 

8136 Senior Confidential Crime Reporter 

8138 Court Reporter 

8lU2 Public Defender's Investigator 

81I4.U Psychiatric InvesteLgator, District Attorney' s Office 

81I4.6 District Attorney's Investigator 

8II1.8 Senior District Attorney's Investigator 

8l50 Domestic Relations Counselor 

8l52 Senior Domestic Relations Counselor 

8156 Claims Records Supervisor 

8l58 Claims Investigator 

8160 Senior Claims Investigator 

8162 Claims Adjuster 

8163 Assistant Claims Agent 
8l6U General Claims Agent 

8166 Compensation Claims Supervisor 
8l68 Medical Claims AssistantSupervisor 
8170 Medical Claims Supervisor 
8172 Juvenile Court Referee 
8l?u Attorney 

8176 Trial Attorney 

8178 Senior Attorney 

( Civil) 
8l80 Principal Attorney 

8182 Head Attorney 

8l8U Chief Attorney 

( Criminal) 
8186 Attorney for the Public Administrator 
8188 Public Utilities Counsel 
8190 Attorney, Tax Collector 
8192 Controller's Legal Counsel 
819U Chief Attorney, Criminal (Public Defender) 

8196 Public Defender 

8197 City Attorney 

8198 District Attornev -?A- 

Protection and Apprehension Group (Code 8200 ) 


Code Class Title 

8202 Watchman 

8208 Park Patrolman 

8210 Head Park Patrolman 

8212 Gatekeeper 

8216 Stage Doorman 

8220 Sergeant-at-Arms 

8222 Armored Truck Guard 

8226 Museum Guard 

8228 Senior Museum Guard 

8230 Chief Museum Guard 

823U Fire Alarm Dispatcher 

8236 Chief Fire Alarm Dispatcher 

82I4.O Transportation Coordinator (Disaster Corps) 

82l;2 Medical Coordinator (Disaster Corps) 

82I4I1 Public Information Coordinator (Disaster Corps) 

82U6 Disaster Corps Director 

8250 Police Identification Clerk 

825U Police Rangemaster 

8256 Police Motor Vehicles Inspector 

8260 Assistant Criminalist 

8262 Criminalist 

Correction and Detention Group (Code 8300) 

8301 Sheriff's Property Keeper 

8302 Jail Matron 
830U Deputy Sheriff 

8306 Senior Deputy Sheriff 

8308 Sheriff's Sergeant 

8310 Sheriff's Lieutenant 

8312 Sheriff's Captain 

8 31U Chief Deputy Sheriff (Jail) 

8320 Counselor (Boys Ranch School) 

(Juvenile Hall) 
8322 Senior Counselor (Boys Ranch School) 

(Juvenile Hall) 
832U Supervising Counselor (Boys Ranch School) 

(Juvenile Hall) 
8330 Director, Boys Ranch School 
8336 Business Manager, Juvenile Court 
83I4.O Night Superintendent, Juvenile Hall 
83U2 Superintendent, Juvenile Hall 
83U8 Undersheriff 
8350 Sheriff 

Probation and Parole Group (Code 8I4.OO ) 

81*02 Probation Officer Trainee 

81*10 Probation Officer, Juvenile Court 

8U12 Senior Probation QfiiCfii', Juvenile Court 


Probation and Parole Group (Code 8I4.OO) (Continued ) 


Code Class Title 

8l4.ll; Supervising Probation Officer, Juvenile Court 

81;l6 Assistant Chief Probation Officer, Juvenile Court 

8I4.I8 Chief Probation Officer, Juvenile Court 

8U30 Adult Probation Officer 

8U32 Senior Adult Probation Officer 

Qh3h Supervising Adult Probation Officer 

8U36 Chief Adult Probation Officer 

(Code 9000} 

Street Transit Group (Code 9100 ) 

9102 Transit Equipment Cleaner 

9101; Transit Equipment Cleaner Sub-Foreman 

9108 Fare Collections Helper 

9110 Fare Collections Receiver 

9111 Fare Collections Teller 

9112 Fare Collections Cashier 

91lU Senior Fare Collections Cashier 

9116 Senior Fare Collections Receiver 

9117 Principal Fare Collections Receiver 

9118 Transit Revenue Supervisor 
9122 Transit Information Clerk 

9121; Senior Transit Information Clerk 

9126 Transit Traffic Checker 

9128 Senior Transit Traffic Checker 

9130 Transit Schedule Maker 

913U Transit Schedule Supervisor 

9136 Transit Traffic Superintendent 

9ll;0 Transit Time Auditor 

91) ill Transit Service Inspector 

9150 Transit Control Dispatcher 

9"L$2 Transit Control Assistant Supervisor 

915U Transit Control Supervisor 

9160 Night Transit Dispatcher 

9162 Day Transit Dispatcher 

9170 Transit Operating Instructor 

9172 Operational and Safety Training Supervisor 

9180 Transportation Division Superintendent 

9182 Transportation Assistant Superintendent 

918U Transportation Superintendent 

9186 General Manager, Municipal Transit System 

Airport Operations Group (Code 9200 ) 

9202 Airport Communications Clerk 

920U Airport Communications Supervisor 

9210 Airpofct Security Officer 

9212 Airfield Safety Officer 

Airport Operations Group (Code 9200) (Continued ) 


Code Class Title 

922C Airport Operations Supervisor 

9222 Airport Operations Coordinator 

922U Airport Operations Superintendent 

9230 Airport Custodial Services Supervisor 

9232 Airport Mechanical Maintenance Supervisor 

92I4.O Airport Electrician 

92l|.2 Head Airport Electrician 

9250 Airport Maintenance Supervisor 

9252 Airport Maintenance Superintendent 

9251| Airport Administrative Engineer 

9260 Airport Assistant General Manager 

9262 Airport General Manager 



City and County df San Francisco 


William A. Lahanier, President 
William Kilpatrick, Vice President 
Hubert J. Soher, Commissioner August 2k, 1959 

George J. Grubb 
General Manager, Personnel 


To: Department Heads, Supervisory Personnel, Employees and Employee Organizations of the City and 
County of San Francisco. 

From: Civil Service Commission and J. L. Jacobs & Company 

Subject: Position Classification Survey 

As you know, the City and County of San Francisco has engaged J. L. Jacobs & Company, Consultants 
in Public Administration and Finance, to conduct a comprehensive review of all positions in the City and 
County service (except police, fire and platform employees) and to develop an up-to-date classification 
plan for such positions. 

The purpose of this memorandum is to give you some information about the survey, the'- procedures 
that will be followed, and the end products of the work. It also points out certain things that are not 
included in the classifying of positions nor in the classification plan. 

The mutual understanding about the work ahead will be of benefit to all employees and to the con- 
sultants in the course of the work. 

What is Job Classification ? 

Job classification is the process of defining and naming the work performed by each employee. The 
classification of each position is determined by (a) the kind of work or actual duties performed, (b) the 
level of difficulty and responsibility of the position, and (c) the qualifications of an employee that are 
required to satisfactorily carry out the work and responsibilities of the job. 

In the process of classifying positions, those positions that are similar as to kinds and levels 
of work and responsibilities and qualification requirements are grouped together under the same classifica- 
tion title. In this way these positions and the employees who occupy them can be treated the same under 
all phases of the personnel program. This equity and uniformity is a major benefit of proper and up-to-date 
classification of jobs. 

As indicated above, we wish to stress that jobs are classified - not people. The classification 
of a position is based on the duties of the job - not on the abilities, qualifications or performance of the 
employee. We wish to stress that this classification study in no way measures the competence of the indi- 
vidual employee. This feature of the classification process must be clearly understood. 

We also wish to point out that this classification survey has nothing to do with reviewing or 
determining the organization or the number of positions that are required to carry out any particular city 
or county activity. Jobs are classified as they now stand under existing organizations, procedures and 
pattern of staffing. 

How is Job Classification Carried Out ? 

The process of classifying jobs in the city and county service follows well defined and tangible 
steps. These are summarized in the following. 

Prior to the technical phases, meetings are held with appointing officers, employees, and employee 
representatives to explain the purposes and aims of the survey, and to insure understanding and cooperation 
of all involved. In addition, problem areas can be brought to the attention of the survey staff for con- 
sideration and coordination. 

(1) The first step is to gather facts and find out the specific duties of each position in each 
department. This is done by means of questionnaires which are filled in by the employees and their super- 
visors and by means of field or desk audits by the consultant staff. The consultant staff will not talk 
with all employees, but will personally study a representative sample of positions performing different 
types of work, will review the duties of all positions, and will visit the respective places of work. 

(2) Following such job analysis, each position will be given a preliminary classification, simi- 
lar positions will be grouped together and compared to assure similarity, and job descriptions will be 

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Civil Service Commission 


Exhibit B 


1. Name of Employee: 

2. Employee's Classification: 

3. Present Salary 
or Wage Rate: 

FECIAL NOTE: Before starting to fill out this questionnaire, read the accompanying instructions and 
uggestions about entering your answers on the respective items. 



Give location of office or place of work: 

(Room and building or district office)) 

5. Name of Department 

Bureau _ _ Division.. 

Give name and title of the person from whom you ordinarily receive instructions and who assigns, supervises and passes upon your work: 
ame Title _ 

Indicate your hours of work: (a) Week days: from to ; (b) Saturdays: from to ; (c) Sundays: 

from to ; (d) Net regular working hours per week 

. List any equipment operated or used by you in your work: 
( c) (d) 



.- (b). 
- (f)~ 

List titles of any forms or records regularly used by you in performing your work: 
(b) (c) (d) _.... 



0. Give the title by which your position is usually known in your Department 

1. Describe in detail the work that you do. Describe each kind of work separately, beginning with the kind that normally takes most 
of your time. Then describe the next important kind of work and so on, entering the special or occasional duties last. In the column 
at the left, give your best estimate of the percent or fraction of your total working time that is taken up by each kind of work des- 
cribed. Attach a separate sheet, if necessary, to describe the different kinds of work you do: 

Per Cent 
of Time 

2. If you supervise others, indicate the kind of work and number and titles of employees supervised. (See Instructions) 

certify that I have read the instructions and that the answers are my own and are accurate and complete. 



(Signature of employee) 


13. Indicate in what respects, if any, the statements of the kinds of work, assignments and supervision are not sufficiently or accurate! 
described by the employee under the existing organization and procedures: 

14. Indicate briefly the essential nature of the work and responsibilities of the duties and the attention and supervision it requires: 

Describe the qualifications which you believe should be required in filling future vacancies in this position. Consider the dasirabl 
qualifications for the position itself rather than the qualifications which the present incumbent may or may not have. 

(a) Education and special training: Years and kind.... 

(b) Practical experience: Years and kind 

(c) Licenses or Certificates required 

(d) Special knowledge, abilities and skills desired 

(e) Personal characteristics 

(f) Other desirable qualifications and requirements. 

16. Indicate any other position or positions in your department or division having duties of similar kind and responsibility, giving th 
present classification and number of such positions. 

17. Summarize in the following or on an attached sheet, any suggestions for facilitating and improving work and procedures that will al 
in maintaining high standards of personnel services. 

I certify that I have read the instructions and that to the best of my knowledge and belief, the above entries are accurate an 


Signature of Immediate Superior Title Date 


18. Indicate in what respects, if any, the above entries of the employee or the immediate superior are not sufficiently or accuratel 

I certify that to the best of my knowledge and belief all entries of the employee and the immediate superior are accurate and con 
plete as they relate to employment in my department. 


Signature of Department Head Title Date 

Do not " rile below thfji line 






The following guide and instructions cover the descriptions of duties, responsibilities and minimum 
requirements of individual positions which should be filled in on the position description questionnaire by 
or for each officer and employee. 

The descriptive material will be used for classification and valuation purposes. These guides apply 
to the usual situations and additions to or deviations from the same will be made when necessary to clearly 
and fully describe each position. 


Items 1, 2, and 3. In case the name and payroll title or present salary as typed on the questionnaire has 
been changed, enter the current information in the appropriate space. 

Item 4. Give the building, office and room number, and location where you work or can be reached. 

[tern 5. Enter the name of the department, bureau and/or division. 

Item 6. Give the name and title of your immediate supervisor. If you work part-time under more than 
one supervisor give the name and title of each and the kind of work each supervises. 

Item 7. Simply enter the hours of work, such as 8:30 A.M. to 5 P.M. , etc. If you do not work regular 
hours, please attach explanation and usual schedule. Total hours of work per week should not include lunch 

[tern 8. List any equipment used or operated by you in your work, such as office equipment, machines, 
small tools, etc. Give sufficient information to properly identify the equipment. 

Item 9. Enter names and form numbers of any standard forms or records used by you in your work, such 
as daily time record, payroll form, requisition form, general ledger, cash book, etc. (If necessary attach 
complete listing. ) 

[tern 10. Give the name which you and your fellow workers use for your position, regardless of the payroll 


Item 12. If you supervise fewer than six employees, give their names and titles. If you supervise six or 
nore, give the number of persons and titles of each group, such as 3 office clerks, 1 timekeeper, etc. 
State whether you have full responsibility for getting the work done, or just show the employees how to do 
:he work. 


Item 13. If you believe the employee has not correctly or fully described his work, or if he has overstated 
ar understated any points, please indicate in what respect so that the record will be accurate and complete. 
THIS IS VERY IMPORTANT because some workers either minimize or over-emphasize the difficulty of 
their jobs. 

item 14. State in your own words, the essential kind of work the employee performs, just what responsi- 
Dilities the employee assumes, and what degree of supervision is given the work and the employee on the job. 

[tern 15. State your opinion as to the desirable previous qualifications in regard to training and experience 
that an applicant or employee should have to perform the duties of the position satisfactorily, WITHOUT 
REGARD to the actual qualifications which the employee now in the position may happen to possess. 

[tern 16. List similar positions, such as 3 other typists, 5 other junior clerks, etc. 

[tern 17. Outline any suggestions that you have in regard to this position which in your opinion will improve 
ar will otherwise be of benefit to the service. 


[tern 18. If certain questions should be more completely answered, or if certain answers have been under 
or overstated please so indicate. If department head has completed items 13-17 as Immediate Super- 
visor, item 18 will be left blank. 


Under Item 11 describe the specific kinds of work you do, using a separate sentence 
for each physical or mental activity required to accomplish your work. Do not describe your 
duties in paragraph form, but begin each statement with a separate sentence as illustrated in 
the examples listed below. Start each sentence with the pronoun "I" followed immediately by 
an action verb in the present tense, such as: 

1. I file correspondence, memoranda, and other written material alphabetically (or 
numerically, chronologically, or by subject matter code). 

2. I copy the names and addresses of registered voters into a ledger. 

3. I distribute the mail to the various offices of my department. 

4. I inspect buildings, sidewalks and construction work to insure compliance with 
plans and specifications. 

ical waxer. 

I take and identify (code) fingerprints. 

I operate a street sweeper and refuse collection truck. 

I make major repairs to automotive equipment. 

I paint hydrants, buildings, inside trim and truck bodies using a brush and spraygun. 

I sweep sidewalks, floors, and stairways; wash windows; wax floors with a mechan- 

IMPORTANT: Do not use such terms as "I handle ", "I keep ", 

"I assist ". These terms are too vague and have little meaning. Tell 

what you do, how you do it, and why you do it. 

The following are examples of supervisory duties. They may be used by you only if 
they are part of your job duties: 

1. I assign duties and work to (number) employees under my supervision. 

2. I review (or inspect) completed work before I turn it over to the 


in order to make sure that it is accurate and has been performed according to instructions. 

3. I interpret departmental rules, regulations and policies to my employees. 

4. I have the authority to require my employees to work overtime when funds are 
legally provided. 

Exhibit D 






Exhibit D 



1st Paragraph : 

1. Level of supervision received 

2. Type of work - level and complexity 

3- Occupational level - e.g., professional, sub-professional, technical, 

journeyman level (as applicable) 
h. Level of supervision given, if any. 

2nd Paragraph : 

5. Other specified responsibilities applicable in the class - e.g.: 

Policy and Methods 


Personal Contacts 

Records and Reports 

Extent and character of analysis, judgment and initiative 

required (as applicable) 
Degree and character of physical exertion, dexterity, etc. 
Unavoidable hazards, surroundings, working conditions, etc. 

(as applicable). 



Training and Experience : 
Knowledge, Skills and Abilities : 
License or Certificate Requirement : 


Exhibit D 


I. TITLE OF THE CLASS : Standard Title CODE : Numerical code of the class. 

(Use caps and underline section titles for emphasis.) 


Use this section to describe (A) supervision received, (b) the nature of the 
work, and (c) responsibility involved, in that order. All phrases within 
this section will be separated by semicolons. 

A. Supervision Received . 

Listed below are five phrases for describing various kinds of super- 
vision received. While there are many excellent and effective ways of 
presenting this factor, the following will be used in the interest of 

1) "Under immediate supervision is responsible for..." 

The word "immediate" as used here means that the employee has no 
authority to select alternative work methods or to render independent 
judgments of any consequence. Each is performed according to de- 
tailed instructions written or oral . Assignments are usually of 
short duration and when completed are usually checked for accuracy 
and adherence to instructions and established regulations, as well 
as for the worker's rate of performance. 

2) "Under general supervision is responsible for..." 

Employees working under general supervision usually receive some 
instructions with respect to the details of most assignments, but 
are free to develop their own work sequences within established pro- 
cedures, methods and policies. They are often physically removed 
from their supervisor and subject to only periodic supervisory checks. 

3) "Under direction is responsible for..." 

Employees at this level usually receive a general outline of the work 
to be performed and are generally free to develop their own work 
sequences and methods within the scope of established policies. New, 
unusual, or complex work situations are almost always referred to a 
superior for advice. Work is periodically checked for progress and 
conformance to established policies and requirements. 

k) "Under general direction is responsible for..." 

Employees at this level are usually in charge of a small but impor- 
tant organizational unit or a larger less important unit. They plan 
and carry out assignments with little supervision . They report 
regularly to a superior usually by means of occasional conferences 
to discuss work progress or new problems which require advice from 
above . 

Exhibit D - 2 - 

5) "Under administrative direction is responsible for..," 

At this level, employees are free to plan, develop and organize all 
phases of the work necessary for its completion within broad program 
guidance . Generally, they can develop and utilize any procedures 
and methods which do not conflict with major policies. Supervision 
is generally exercised over them through staff conference -type dis- 
cussions and a review of progress reports. 

B. Nature of the work . 

Some sample phrases which will be used to describe the nature of the 
work are : 

routine clerical 

complex general office duties 

skilled work at the jurneyman level 

beginning level professional work. . . 





instructional work in 


Together with above terminology specify the kind or field of work 
involved, i.e. "scientific research work in aquatic biology", "profes- 
sional legal work involving interpretations of the Finance Code", 
"skilled carpentry work", etc. 

Describe difficulty of the work using the following phrases: 

1) Routine difficulty - since in this situation the work is usually 
repetitive and the employee works from detailed instructions, the 
difficulty is limited to accuracy and speed. 

2) Average difficulty - means that the employee is confronted with a 
variety of duties susceptible to different methods of solution which, 
in turn, places a correspondingly higher demand upon his resource - 
fulness and concentration . Superisors of small groups of workers 
engaged in routine assignments; inspectors; journeymen workers in the 
skilled trades and beginning level professional workers usually per- 
form work of "average" difficulty. Positions that require the 
analysis and evaluation of raw data and the rendering of conclusions 
would, in many instances, fall into this category, (it should be 
noted that certain types of work may be very difficult for the 
uninitiated and very simple to those trained in its performance.) 
When using the word "difficult" we always means that the term applies 
to groups of the general educational and experience level called for 
by that class. 

3) Considerable difficulty - refers to duties which require a high degree 
of concentration because of the many factors which must be considered 
and weighed before a decision can be reached. Usually positions 
requiring the planning, development and coordination of programs and 
the direction of fairly large groups of people would fall into this 

Exhibit D 

k) Unusual difficulty - refers to the type of position which requires 
the exercise of considerable managerial, administrative or scientific 
skill often involving several unrelated activities; frequent deci- 
sions; the meeting of deadlines; nogotiations with other high-level 
functionaries; and the planning, organization, development and 
coordination of large scale work projects, requiring an unusual 
amount of concentration and analytical, ability; or unusually diffi- 
cult engineering or scientific research and/or development. 

C. Re spons ib il it ie s 

All jobs involve some type of responsibility, although low level posi- 
tions may involve only the responsibility for following instructions 
quickly and accurately. Higher level jobs will involve some of the 
responsibilities listed below, which should be included in this section: 

1) Materials or products 

2) Equipment or a process 

3) Directing the work of others 
k) Safety or welfare of others 

5) Negotiations 

6) Public contacts 

7) Teaching others 

8) Money 

9) Planning, organizing, developing and coordinating a program or work 

Always indicate what materials, how supervise others and what kinds 
of workers are supervised, what kinds of contacts, how much money 
(in general terms), etc. 

For those classes which are essentially supervisory (where the most 
important responsibility is directing the work of others) describe 
in phrases similar to those listed below: 

"is responsible for..." 

1) Exercising immediate supervision over a small group of clerks and 

2) Exercising general supervision over a large group of accountants, 
clerks and typists". 

3) Exercising general direction over a large organizational unit of 
professional and sub-professional engineering personnel". 

h) Exercising administrative direction over several service and mainte- 
nance units in a medium size general hospital". 

For classes in which supervisory responsibility is secondary, supervision 
exercised will be described by such phrases as: 

l) "May occasionally supervise a small group of clerks and typists". 

Exhibit D - k - 

2) "May supervise helpers and drivers in the performance of the work". 

3) "Frequently exercises general supervision over a small group of 
comisionados in the field". 

k) "Occasionally exercises general supervision over a small research 
group engaged in field studies". 

D. Related duties 

Always end the "Characteristics of the Class" section with the words: 
"...; and performs related work as required". 

III. EXAMPLES OF DUTIES (illustrative only): 

A. In general confine duty statements to not more than ten. 

B. More important duties should be listed first and the less important last. 

C. Do not use "etc." in duty statements. 

D. Start each statement with an action verb in the present tense singular. 

E. Each duty statement should be confined to one action or a few closely 
related actions. 

F. Start duty statements at left-hand margin and, if necessary to use a 
second line, indent five spaces. 

G. If possible, elaborate on each duty statement to the extent that " what 
is done", " how it is done", and " why it is done" are indicated. 


A. Education and Training . 

Indicate kind and years of education and specialized training required. 
(Latter may be in months and should indicate intensity of course, i.e. 
"night course", "full-time", "part-time", etc.) 

B. Experience or Service 

Indicate kind and years of experience required. Common alternatives 
should be stated such as substitution of service for outside experience. 

C Knowledge, Mental Ability and Physical Skill . 

List knowledge first. 

List mental abilities next. 

List physical skills last. 

l) Knowledge 

The degree of knowledge of a subject will be expressed as "compre- 
hensive", "general", "good", or "some". 

Exhibit D - 5 - 

While these terms may have a slightly different connotation to different 
people, nevertheless persons experienced in the writing of class specifi- 
cations will readily recognize the "amount" of knowledge required by 
analyzing the duties of the class. Some additional comments follow to 
clarify further: 

a) "comprehensive knowledge" indicates that the applicant must be an 
" expert " in the field and be thoroughly acquainted with all phases 
of it. 

b) "general knowledge" indicates the need for broad subject matter 
knowledge in the occupational field concerned and the capacity to do 
most phases of it. This means that the applicant should posses a 
great store of information concerning applicable theories, principles, 
techniques, equipment and processes. 

c) "good knowledge" indicates the knowledge expected of a person who is 
capable of carrying out an assignment in a rather narrow occupational 
field after being briefed as to the purpose of the project, and 
receiving general guidelines in the way of staffing, time, money and 
policies for carrying out the work. In the skilled trades it should 
be used for fully skilled, "journeymen" level jobs. 

d) "some knowledge" indicates familiarity with basic terminology and 
with some of the more important sources of information (so that the 
employee can quickly supplement a lack of knowledge through fast 
reference), principles, tools, materials, equipment or processes used. 
It is the amount of knowledge one might expect of an apprentice or 
beginner in a particular field of work with little previous special- 
ized training or experience in it. 

(Note: In many beginning (lowest level in an occupation) classes no 
specialized knowledge is required in which case no knowledge state- 
ment is included.) 

When describing the kind of knowledge required, consideration should be 
given to such points of pre-employment or on-the-job knowledge as: 

a) Knowledge of machines and equipment used. 

b) Knowledge of materials used. 

c) Knowledge of working procedures and techniques. 

d) Knowledge of theories and principles involved. 

e) Knowledge of dimensional or formulary calculations. 

f) Knowledge of applicable law and regulations. 

g) Knowledge of the organization and its functions. 
h) Broad subject-matter knowledge. 

Knowledge, abilities, or skills which can only be obtained in a position 
of the class should never be included in the requirements of the class. 

It is desirable to state specifically why specialized knowledge is 
required of an applicant, i.e. "Must have good knowledge of the working 
properties of steel, aluminum, brass, and magnesium alloys in order to 
judge proper cutting speeds and the shape of the cutting tool". 

Exhibit D 

In writing descriptions about equipment operation always indicate 
whether the operator is responsible for setting up the machine , or 
repairing and maintaining the equipment in addition to operation. 

2) Mental abilities 

Mental abilities are inherent or developed mental skills which can 
usually be tested for in a written examination or judged in an oral 
interview. The quantitative adjectives to be used in describing the 
degree of ability may be determined by the judgment of the writer. Some 
abilities are best stated without benefit of a quantitative adjective, 
e.g. "Ability to deal effectively with others". This rather common 
requirement would appear awkward if attempt were made to qualify it. 

On the other hand, " some ability to write effectively" might well be used 
to describe the degree needed to prepare short routine reports; and 
"considerable ability" to describe the degree needed to prepare compre- 
hensive and complex reports. Where adjectives are appropriate use some, 
considerable, or unusual. 

Some Examples of "abilities ". 

a) "Ability to understand and follow simple oral and written instruc- 
tions. (Usually used only when little or no other ability is 
required. ) 

b) "Some supervisory ability. 

c) "Ability to read and write English accurately and easily. 

d) "Unusual ability to deal courteously and effectively with others in 
complex and controversial situations. 

e) "Considerable ability in engineering calculations. 

f) "Unusual memory for details. 

g) "Considerable analytical ability, 
h) "Some teaching ability". 

3) Physical Skills 

Physical skills should include those factors which involve various 
degrees of arm, leg, hand, digital and/or eye coordination which can 
usually be tested by means of practical, or performance tests. Again, 
where an adjective is appropriate to express degree of skill, use some, 
considerable or unusual. Examples: 

a) "Sufficient skill in swimming to enable the applicant to complete 
UOO meters in less than five minutes. 

b) "Sufficient skill in typing to enable the applicant to complete 
net words per minute . 

Exhibit D 

c) "Sufficient skill in shorthand to enable the applicant to complete 
net words per minute . 

d) "Considerable skill in the operation of moderately complex construc- 
tion and transportation equipment. 

e) "Skill in the use of complex medical laboratory equipment". 

k) Valid licenses and certificates required 

List those required and where obtained. For example: "A chauffer's 

Exhibit D - 8 - 

1. First Level 


Under Immediate Supervision 

This level of supervision indicates that the employee is given short 
assignments of Tjork vith regular checks on performance and a maximum of 
supervision and control. This level of supervision involves close watch 
over all specific details in the work step by step. 

2. Second Level 

Under Supervision : 

This level of supervision indicates that the employee is given an average 
degree of supervision and that he has a working knowledge of ordinary 
assignments and ability to execute them satisfactorily. It does not in- 
volve a close watch over specific details, but general phases of the work 
are controlled by constant reference to the supervisor for advice and 

3. Third Level - 

General Supervision : 

This level of supervision indicates that the employee is given overall 
occasional supervision and that the work is carried on according to standard 
practice from general instructions without continuous and direct control, 
only special problems being referred to the supervisor for advice and 
decision. The employee is required to know the methods and mechanics of his 
job. The means of performing each task is usually left entirely to the 
worker . 

k. Fourth L evel - 

Under Direction : 

This level of supervision indicates that the employee is given a definite 
objective and directive as to the work to be done, but is allowed to plan 
and arrange his own work and procedures according to established policies 
and procedures. It is expected that there will be need for frequent con- 
ferences, both as to the general phases of the work and specific details, 
although the accomplishment of the definite objective is the responsibility 
of the employee. 

Exhibit D - 9 - 

5. Fifth Level - 

Under General Direction : 

This level of supervision indicates that the employee is given and accom- 
plishes the general objective of each assignment and the completion of the 
work according to established policies and procedures without much guidance 
from his immediate supervisor, either as to the general objectives or plans 
for the work or as to specific details as to how the work is to be 

6. Sixth Leve l - 

Under General Administrative Direction : 

This level of supervision indicates that the employee undertakes and 
organizes his work, setting up procedures and standards of performance and 
is usually self- supervising and free to use his own judgment* The technical 
features of the work are practically all in the hands of the employee . The 
employee initiates and applies procedures for the specific work of which he 
has charge, subject to administrative approval and direction which define 
the general activities within broad limits of established policies and 

7- Seventh Level - 

Subject to Administrative Approval : 

This level of supervision indicates that the employee is (generally) self- 
supervisory, exercising the maximum degree of initiative and judgment and 
has the greatest degree of freedom of action in initiating, developing and 
approving programs, plans and procedures within the limits of policies and 
plans laid down by general management and subject to executive approval. 

8. Eighth Level - 

Subject to Top Management Approval : 

This level of supervision indicates that the employee is entirely self- 
supervisory, exercises the maximum degree of initiative and freedom of 
action, and is subject only to top management approval as to the policies, 
plans and programs; initiating, developing and approving programs and 
policies within the limits laid down and subject only to approval by top 
management. This level indicates the highest type of direction and is used 
for classes where the incumbent is not only responsible for carrying out 
important duties, but also within the limits laid down by charter provisions 
and State law for the formulation of policies to be followed. 


Exhibit D - 10 - 




Under general direction, performs difficult, technical personnel work in the 
administration of the position classification, evaluation and compensation plans, 
covering a wide and varied field of employment, or performs difficult tehcnical 
work in other phases of personnel administration; supervises and reviews work 
of a staff engaged in such activities; prepares reports and recommendations; and 
performs related duties as required. 

Requires responsibility for carrying out, interpreting, coordinating, and 
enforcing existing policies and methods in the Classification or Compensation 
section of the Classification and Pay Division and for their effective planning, 
efficient and economical operation. Nature of work requires regular contacts 
with department heads, other agencies, and persons at all levels to furnish or 
obtain information on specialized matters. Requires responsibility for pre- 
paring, checking and reviewing important detailed and complex records and 
reports; also for analyzing operational, technical, personnel and financial 
activities and records and for supervising the compilation, preparation, and 
analyses of such data. Requires initiative and judgment to follow- through and 
interpret findings as applicable in the classification and compensation fields. 


1. Supervises and participates in major and/or routine classification 
studies and projects and the processing of departmental classification requests; 
assigns and reviews work of subordinates. 

2. Supervises preparation of class specifications; makes recommendations to 
the division head regarding establishing, consolidating or abolishing classes. 

3. Confers with department heads, employees and others regarding administra- 
tion and maintenance of the classification system; investigates problems, com- 
plaints, and appeals regarding allocations; participates in formulation of 
related policy matters . 

k. Supervises and participates in conducting major salary and wage surveys 
including the collection, compilation, analyses, and evaluation of data; also 
special studies and investigations pertaining to fringe benefits, working 
conditions and other similar matters. 

5. Supervises preparation of the salary standardization ordinance and the 
preparation and amendment of the annual salary ordinance . 

6. Supervises preparation of departmental organization charts and their 
maintenance in current and correct status. 


Training and Experience : Requires completion of four years college or 
university with a baccalaureate degree, including major courses in business 
administration, economics, personnel administration, political science, voca- 
tional education, psychology or public administration. 

Exhibit D - 11 - 


Requires five years of professional personnel experience in technical phases 
of position classification and/or compensation administration, of which two years 
must he at the level of a Senior Personnel Assistant. 

K nowledge, Skills and Abilities : Requires thorough knowledge of personnel 
administration, principles of organization, applicable charter and ordinance 
provisions and civil service rules, and techniques, methods and procedures used 
in the development and maintenance of position classification systems and 
compensation plans . 

Requires ability to make careful and correct analyses and evaluations and 
to prepare complete, accurate, and logical reports. 

Requires skill and ability to deal tactfully and effectively with depart- 
ment heads, supervisors, employees and their representatives. 


To : Supervisor, Wage Scales and Classifications; 

Personnel Officer, D.P.H.; Administrative Analyst; 
Business Manager. 

From: Senior Personnel Assistant. 

Exhibit E 


Civil Service Commission 

151 City Hall 


May l6, i960 

To: All Department Heads 

From: J. L. Jacobs & Company and Civil Service Commission 

Subject: Review of Proposed Position Classification Plan 

The work on the classification survey has now reached the stage where 
the over-all plan and the classification of individual positions have been com- 
pleted in preliminary form, subject only to review by the department officials, 
employees and employee representatives, continuing review by ourselves, and the 
making of necessary adjustments. 

Under the proposed plan, there are about 1000 classes of positions, to 
which all individual positions are allocated. The proposed classification of 
individual positions provides in many cases for retaining the present titles for 
the respective positions, while in other cases it recommends a new title or 
classification which more properly reflects the duties and responsibilities 
actually performed. 

Review Process 

In accordance with the plan outlined when the classification survey 
was started several months ago, it is requested that the department officials 
review the classification plan among themselves and with the employees in their 
respective departments. Employee representatives will also participate in this 
review process. The purpose of this review is to assure that the final posi- 
tion classification plan will represent the best pooled judgment of ourselves 
and the department officials and employees. 

The comments and suggestions and other results of this review will be 
the basis for making necessary adjustments to assure the proper allocation of 
individual positions to standard classes. 

For this review, the following materials are provided now: 

(1) List of class titles which make up the proposed classification 
plan presented (a) by occupational services and groups, and (b) in alphabetical 

(2) Record of the preliminary allocation of individual positions to 
standard classes, showing the name of the incumbents when the survey was started, 
the present title for the position, and the recommended title for the position. 

Exhibit E - Page 2 

In addition, class specifications will be distributed in early June 
for your consideration in the review process. The class specifications describe 
the characteristics of the class, examples of duties, qualification requirements 
and normal lines of promotion. The class specification is descriptive and ex- 
planatory, but not restrictive. It is used as the standard and guide for 
allocating individual positions to the proper class, for testing and selecting 
persons for employment, and for determining the relative value of the respective 
classes of positions. 

In the course of the review, it is desired that the department offi- . 
cials and employees consider the following elements and make suggestions for 
adjustments which they consider would be in order: 

(1) The appropriateness of the classification of individual positions 
as indicated by the proposed allocation of each position to one of the standard 
classes, the comparison with similar positions, and the suitability of the 
corresponding class specification. The preliminary classification of individual 
positions follows generally the pattern which was discussed by the consultants 
and department officials at the time field audits of positions were made. There 
have been some consolidations of initially recommended titles and there may be 
more as the reviews are completed. These will strengthen the over-all classi- 
fication plan. 

(2) The relationships between and among the respective positions, as 
indicated by the proposed classifications, to reflect similarities or differences 
in duties and responsibilities. 

(3) The descriptions of the respective classes of positions set forth 
in the class specifications, as applicable to the classes of positions in the 
department. It is pointed out again that the specifications are descriptive and 
not restrictive, and accordingly do not list all specific duties that may be 
performed by an employee in the class. It is not necessary that the review of 
class descriptions involve a detailed checking and editing of language . Rather, 
it is desired that this phase of the review process should assure that the posi- 
tions) allocated to the respective classes perform the types of duties and 
responsibilities and have the qualification requirements set forth in the 
corresponding class specification. 

Following your review of the preliminary data on the classification 
plan, it is requested that you submit a memorandum with your comments and sug- 
gestions on the main features outlined above as they apply to your department. 
Your comments and suggestions should indicate your concurrence with the pre- 
liminary material or recommendation for adjustments which you believe should be 
made, together with the basis for such adjustments. 

In cases where the department officials or employees recommend changes 
and request reviews of the classification of individual positions, it is nec- 
essary that the individual "Request for Review" form be used. A copy of this 
form is attached for your information. Additional copies are available in the 
Civil Service Commission office. 

Requests for Re view 

It is requested that your memorandum with comments and suggestions and 
any individual requests for review be submitted to the J. L. Jacobs Company in 
care of the Civil Service Commission, within three weeks after you receive this 

Exhibit E - Page 3 

Your comments and suggestions and requests for review will be con- 
sidered individually by the staffs of the J. L. Jacobs Company and the Civil 
Service Commission, and necessary adjustments will be made where warranted. You 
and the employees in your department will be advised of the results of this 

Up-Dating of Allocation Record 

Along with the above, it is requested that each department assist in 
the classification survey at this time by up-dating the list of employees on 
the allocation record. 

The allocation record now identifies each position by the name of the 
incumbent of the position when the survey was started last September. Position 
classification questionnaires were obtained from these employees at that time, 
and the position is still identified in the survey records by the names of such 
employees . 

There have been many changes in employment since the original lists 
were prepared. These need to be identified now, so the final allocation record 
will be current. 

It is accordingly requested that each department mark on their copies 
of the allocation record all changes that have occurred, as follows: 

(1) In cases where new or transferred employees now occupy positions 
formerly occupied by employees who have left such positions, cross out the name 
of the old employee and insert the name of the new employee who presently 
occupies the position where the change occurred. 

(2) In cases where employees have been added to the department staff 
and did not replace other employees, the names of such employees and their 
present classification title should be added to the allocation record. In these 
cases, have the new employee prepare a position description questionnaire for 
submission to the Civil Service Commi ssion. 

(3) In cases where employees have left the service of the department 
and were not replaced by a new or transferred employee, the name of the former 
employee should be crossed out and the position marked "vacant". 

(k) In so up-dating the allocation record, it is necessary that each 
department account for all employees on its payroll(s) as of May 31 > i960. 

Status of Employees 

It is recognized that there will be a variety of types of conditions 
and problems dealing with the status of employees and application of the new 
classification plan. These will be identified and resolved as the new classi- 
fication plan is adopted and put into effect. 

The Commission is issuing a separate memorandum to all employees on 
the status rights of employees arising out of the classification survey. For 
the moment, we wish to repeat that the allocation or reallocation of a position 
cannot adversely affect the civil service rights of an employee regularly hold- 
ing such position. 

Exhibit E - Page k 

We wish to thank you for the cooperation and assistance of your 
department officials and employees on the work to date, and will appreciate the 
same on the review of tentative classifications as outlined above. Also, we 
wish to assure you that the staff of J. L. Jacobs Company and of the Civil 
Service Commission will be available to participate with the department offi- 
cials, employees and their representatives during the review process. 


Joseph F. Base George J. Grubb 

Project Director General Manager, Personnel 

Exhibit F 

R equest for Review of 
Tentative Position Allocation Record Number 
to_ Standard Class Date Receivea 

(l) Department (2) Division 

(3) Name of Employee 

(k) Present Title 

(5) Tentative Class Title 

(6) Requested Class Title 

(copy from allocation record) 

(7) I request the review and change in the class allocation for my position, 
for the reasons indicated below: 

(Signature of Employee (Date) 

(if necessary, continue on other side of this sheet) 

(8) Comments by Immediate Supervisor 

(Signature of Immediate Supervisor) (Date) 

(9) Comments by Department Head 

(Signature of Department Head) (Date) 

Exhibit G 

Name of Employee 

Department Division 

Tentative Class Title 

/ 7 Af ber careful review of supplemental information furnished relative to 
the allocation of this position, NO CHANGE is recommended in the 
tentative classification for the following reason or reasons: 

/ / This position is considered sufficiently similar to other 

positions given the same title to justify its inclusion with 
them in the same class. The class specification for this 
class covers the duties and requirements of this position. 

/ / No change can be made in the proposed classification of a 
position because of special experience or seniority of the 
employee presently occupying such position. Such personal 
factors are considered only in connection with salary 
advances within the range for the class or in connection 
with qualification for promotion to a higher grade position. 

/ / Other: 

After review of employee's request and other factors relating to the 
tentative allocation of this position, a CHANGE to the following is 
recommended and shall be so stated in our report: 

Class Title 



Date Analyst